The selection interview is the most frequently used means of screening and selecting applicants for positions and is at the heart of the selection process in most organizations. Given the central role that interviews play, it is reassuring that meta-analyses have shown that interviewers can achieve respectable levels of validity (McDaniel, Whetzel, Schmidt, & Maurer, 1994). To a greater extent than most other selection techniques, however, the effectiveness of selection interviews depends on the individuals implementing them. Over time, an interview procedure may degrade in validity in the process of being implemented by some interviewers or may improve in validity in the hands of other interviewers. In this chapter we examine the most obvious ...
Interviewer Experience and Expertise Effects
Interviewer experience and expertise effects