Comprehensive meta-analysis of the construct validity of the employment interview

Salgado, Jesús F.; Moscoso, Silvia

doi:10.1080/13594320244000184

Cited by 129 publications

(152 citation statements)

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“…One of these limitations is the use of inexperienced raters and their relatively short period of training. It, however, did not significantly obstruct the results of this study, and the average reliability of the BDI used in this study (.78) is slightly higher than the one found for the BDIs in the metaanalytic studies (.75) (Conway et al, 1995;Salgado & Moscoso, 2002). Nevertheless, there are studies where higher values were found when using certified and experienced raters (e.g.…”

Section: Discussioncontrasting

confidence: 46%

“…In this study, it was impossible as the interviewees were not participating in a real selection process and members of the experienced group were already employed as waiters. Nevertheless, as the reliability and content validity of the interview were measured and found to be appropriate, it is possible to suppose that its criterion-related validity should be similar to the value that was found for the BDIs in the meta-analytic reviews (Salgado, 1999;Salgado & Moscoso, 2002). The findings of this study have also implications for the practice of personnel election, as they provide practitioners with strong support for using this interview type in the professional practice.…”

Section: Discussionmentioning

confidence: 84%

“…A stormy debate around employment interview originated when some reviews demonstrated that unstructured interview showed low reliability coefficients and practically no validity for predicting job performance (Arvey & Campion, 1982;Hunter & Hunter, 1984;Mayfield, 1964;Reilly & Chao, 1982;Schmitt, 1976;Urlich & Trumbo, 1965;Wagner, 1949;Wright, 1969). The controversy was attenuated when investigations carried out during the 80's and 90's showed that highly structured interviews predicted performance very well, showing validity coefficients similar to the validity coefficients of the best personnel selection procedures (Campion, Palmer & Campion, 1997;Huffcutt & Arthur, 1994, Mc Daniel et al, 1994Salgado & Moscoso, 2002;Wiesner & Cronshaw, 1988).…”

mentioning

confidence: 99%

“…During 20th century, employment interview was not accepted by researchers and practitioners without controversy, despite being the most popular method in personnel selection (Harris, 1989;McDaniel, Whetzel, Schmidt, & Maurer, 1994;Salgado & Moscoso, 2002). A stormy debate around employment interview originated when some reviews demonstrated that unstructured interview showed low reliability coefficients and practically no validity for predicting job performance (Arvey & Campion, 1982;Hunter & Hunter, 1984;Mayfield, 1964;Reilly & Chao, 1982;Schmitt, 1976;Urlich & Trumbo, 1965;Wagner, 1949;Wright, 1969).…”

mentioning

confidence: 99%

“…A new issue started in the early 80's with the development of new interview types, grouped by Salgado and Moscoso (2002) under the label of structured behavioral interview (SBI). The SBI group includes structured interviews such as behavior description interview, situational interview, multi-modal interview, and job analysis based interview (Campion, Pursell, & Brown, 1988;Janz, 1982Janz, , 1989Schuler & Funke, 1989).…”

mentioning

confidence: 99%

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Effects of Interviewee's Job Experience and Gender on Ratings and Reliability in a Behavioral Interview

Chorągwicka¹

2009

Rev. trabajo y las organizaciones

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Resumen. En este artículo se analiza si el uso de la entrevista de descripción de conducta (EDC) puede implicar discriminación indirecta. Doce entrevistados, 6 con previa experiencia laboral y 6 sin experiencia, la mitad de ellos hombres y la mitad mujeres, fueron evaluados mediante una EDC. Se han calculado las puntuaciones medias de los entrevistados, al igual que la fiabilidad interjueces de la entrevista, utilizando un panel de 12 y de 6 evaluadores. No se han encontrado diferencias significativas entre los entrevistados con y sin experiencia laboral previa, al igual que entre hombres y mujeres. Se debaten las implicaciones de estos resultados para el uso de la EDC en los procesos de selección de personal. Palabras clave: entrevista conductual, discriminación, selección, experiencia, género.Abstract. In this paper, the potential unfairness when using a behavior description interview (BDI) is analyzed. Twelve interviewees (6 experienced and 6 inexperienced ones, half of them men and the other half women) were assessed using a BDI. The average scores of participants and the interrater reliability coefficients when using 12 or 6 raters were calculated. Statistically significant differences were not found between experienced and inexperienced interviewees, or between male and female ones. The implications of these findings in the use of the BDI for personnel selection processes are discussed.

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Section: Discussioncontrasting

confidence: 46%

Section: Discussionmentioning

confidence: 84%

mentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

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Effects of Interviewee's Job Experience and Gender on Ratings and Reliability in a Behavioral Interview

Chorągwicka¹

2009

Rev. trabajo y las organizaciones

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Employee Selection in Times of Change

Viswesvaran

Ones

2010

International Review of Industrial and Organizational Psychology 2010 Volume 25

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We write this chapter at a time when individuals, organizations, nations, and our world are faced with monumental challenges. Economies around the world are in the throes of a global recession: financial and employment markets are the worst since the Great Depression. Our planet is under assault from human activities, and its resources to sustain life are being irreversibly taxed. Resources that have traditionally fueled economic development are being depleted with reverberating economic and geopolitical repercussions. Against these calamities, humanity is being exalted to new heights through scientific and technological advances, but especially through increased communication and data storage, management, and utilization capabilities. Many of these advances, unprecedented in their reach, have rendered our world a truly global village. Organizations and employees of today must adapt and function against this backdrop. Challenges of environmental and economic sustainability, transformational forces of technological and demographic change, and concomitant globalization of markets and the workplace, are already having a dramatic impact on research and practice of personnel selection. For the science of personnel selection to retain its relevance to organizational and societal needs, the monumental changes of our times need to be incorporated into our models.

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Psychological Assessment in the Workplace

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Comprehensive meta-analysis of the construct validity of the employment interview

Cited by 129 publications

References 96 publications

Effects of Interviewee's Job Experience and Gender on Ratings and Reliability in a Behavioral Interview

Effects of Interviewee's Job Experience and Gender on Ratings and Reliability in a Behavioral Interview

Employee Selection in Times of Change

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