DURING last 25 years, four separate reviews of research o n the the interview have appeared (Mayfield, 1964; Ulrich and Trumbo, 1965; Wagner, 1949; and Wright, 1969). Each of these reviews discussed dozens of studies and concluded that the interview as employed in many employment situations lacks both reliability and validity. However, the interview continues to be a popular selection tool. Evidence of this popularity is the continued proliferation of how-to-interview manuals (e.g., Morgan and Cogger, 1972) despite a call for a moratorium (England and Paterson, 1970). The importance of understanding the interview is underscored by this continued widespread use and the EEOC guidelines on employment procedures (Federal Register, Vol. 35, Pt. 1607, Aug. I , 1970). It has become increasingly evident that employers are legally responsible for showing that their selection process (including interviews) is job related. Since the last review of the employment interview literature (Wright, 1969), a good deal of the research has focused on the determination of the factors which affect the decision-making process in the interview reflecting both earlier disillusionment with reliability and validity data and the desire to understand the interview process itself. Recent studies have tended to be microanalytic and experimental
Personnel Psychology – Wiley
Published: Mar 1, 1976
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