The Validity of a Personnel Interview

The Validity of a Personnel Interview THEuse of the interview as a device for appraising applicants for a job is generally regarded with a good deal of suspicion and distrust by industrial psychologists. Unquestionably there are many reasons for this state of affairs. Certainly the oft-cited studies conducted some half-century ago, indicating that the interview has little or no reliability and validity, have played a most important part. But surely evidence collected so long ago should be given very little weight. The educational background and experience of those in business and industry who today are charged with the interviewing of applicants is substantially greater and broader in scope than it was fifty years ago, and certainly they have far more knowledge of the properties of the individual differences and the nature of human traits. Consequently one might expect to find studies of the interview conducted in more recent years to show at least moderate validity, and indeed this appears to be the case (Mayfield, 1964). A second factor that very likely has produced disaffection with the employment interview is its nebulous and intangible character. As a consequence, the industrial psychologist generally places more faith in tests as selective devices because they appear to be http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

The Validity of a Personnel Interview

Personnel Psychology, Volume 19 (4) – Dec 1, 1966

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Publisher
Wiley
Copyright
Copyright © 1966 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1966.tb00313.x
Publisher site
See Article on Publisher Site

Abstract

THEuse of the interview as a device for appraising applicants for a job is generally regarded with a good deal of suspicion and distrust by industrial psychologists. Unquestionably there are many reasons for this state of affairs. Certainly the oft-cited studies conducted some half-century ago, indicating that the interview has little or no reliability and validity, have played a most important part. But surely evidence collected so long ago should be given very little weight. The educational background and experience of those in business and industry who today are charged with the interviewing of applicants is substantially greater and broader in scope than it was fifty years ago, and certainly they have far more knowledge of the properties of the individual differences and the nature of human traits. Consequently one might expect to find studies of the interview conducted in more recent years to show at least moderate validity, and indeed this appears to be the case (Mayfield, 1964). A second factor that very likely has produced disaffection with the employment interview is its nebulous and intangible character. As a consequence, the industrial psychologist generally places more faith in tests as selective devices because they appear to be

Journal

Personnel PsychologyWiley

Published: Dec 1, 1966

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