Interviewee Selection Test and Evaluator Assessments of General Mental Ability, Emotional Intelligence and Extraversion: Relationships with Structured Behavioral and Situational Interview Performance

Abstract

The purpose of the study was to examine antecedents of interview performance commonly measured via two divergent methods; selection tests and evaluator assessments. General mental ability (GMA), emotional intelligence (EI), and extraversion have been largely studied in isolation. This study evaluates the relative strength of these traits across methods and tests whether selection test and evaluator-assessed traits interact to further enhance the prediction of interview performance. 81 interviewees were asked to complete traditional selection tests of GMA, EI, extraversion, and a video-recorded structured behavioral and situational job interview. The traits, behavioral, and situational interview performance were then evaluated with three independent sets of raters. Regression analysis was used to investigate the extent that these traits predicted structured interview performance. Results indicate that each trait was a strong predictor of interview performance, but results differed based on the method of measurement and the type of structured interview assessed. Further, evaluator perceptions related to interview performance more strongly than did selection tests. Finally, evaluator assessments of each trait interacted with its respective selection test counterpart to further enhance the prediction of interview performance. This improves our understanding of how applicant traits impact hiring decisions. This is the first study to directly compare tested versus others' ratings of interviewee GMA, EI, and extraversion as predictors of interview performance.

Cognitive‐Adaptive Trait Theory: A Shift in Perspective on Personality

“…Figure illustrates the cognitive‐adaptive perspective on E. The primary trait adaptation is to demanding social encounters. In addition to skills for social interaction, such as fluency of expression, persuasiveness, and nonverbal expression (e.g., Kluemper, McLarty, Bishop, & Sen, ), extraverts also require capabilities for tolerance of social stress, such as appraising situational demands as challenges rather than threats, and preferring task‐focused coping (Carver & Scheier, ). Multiple information‐processing and neural correlates of traits, on the left of Figure , support acquisition of these skills.…”

Examining Relationship between Emotional Intelligence and Counterproductive Work Behavior: A Moderated Mediated Model

“…As highlighted in the preceding parts, EI may result into IM strategies (Kluemper, McLarty, Bishop, & Sen, 2015;Vohs, Baumeister, & Ciarocco, 2005). Studies have also shown a link between IM to CWB (Klotz et al, 2018;Phipps et al, 2015;Smith et al, 2016).…”

“…IM has already emerged as a bridging factor between different competencies and behavioral outcomes (De Cuyper & De Witte, 2010). Emotionally intelligent employees are socially astute to manage impressions (Kluemper et al, 2015). With control and influence on others' perceptions, employees may take advantage and involve in unwanted and harmful activities (Klotz et al, 2018).…”

Self-efficacy and job search success for new graduates

“…Various authors (e.g. Burger and Caldwell, 2000; Kluemper et al , 2015; Tay et al , 2006) showed a positive effect of extraversion on performance during a job interview, because of higher sociability and talkativeness, which help candidates to use verbal and non-verbal communication better. Thus, they could better deliver their fit with the position and, subsequently, they could make a better impression (Caldwell and Burger, 1998).…”