Summary
Contents
Subject index
This completely rewritten edition of the bestselling The Employment Interview Handbook provides a comprehensive review of various streams of research into employment interviewing, including: the validity and fairness of interview outcomes; assessment of person-organization `it'; factors affecting the interviewer's decision-making process; and applicant perspectives on the process of interviewing, including impression management. The book concludes with a summary of the volume's implications for theory building, research methods and effective practice.
Asking about past Behavior versus Hypothetical Behavior
Asking about past Behavior versus Hypothetical Behavior
Results of many studies confirm that structured interviews are usefully valid. In a meta-analysis, Wiesner and Cronshaw (1988) found mean, uncorrected validity estimates of .35 for structured, individual interviews, based on 32 coefficients and 7, 873 cases. In another meta-analysis, McDaniel, Whetzel, Schmidt, and Maurer (1994) found mean, uncorrected validity estimates of .25 for structured, individual interviews, based on 61 coefficients and 8, 944 cases. And, of course, validity estimates can be much higher when adjusted for estimates of reliability and range restriction.
Although the validity of structured interviews in general is empirically well established, the reasons such interviews are valid are not fully understood. One possibility is that structured interviews are ...
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