The relentless pursuit of construct validity in the design of employment interviews

Hamdani, Maria Riaz; Vâlcea, Sorin; Buckley, M. Ronald

doi:10.1016/j.hrmr.2013.07.002

Cited by 14 publications

(14 citation statements)

References 56 publications

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“…Therefore, interview ratings could potentially be better indicators of the underlying personality traits (that are defined as consensus from different perspectives) than mere self-reports. Contributing to job interview research, our findings demonstrate that structured interview questions can be developed to assess established personality constructs and that assessing such well-defined constructs facilitates the construct-related validity of structured interviews (see Hamdani et al, 2014). Selection researchers have repeatedly stated that one of the major challenges in interview research remains to provide construct-related validity evidence (see Hamdani et al, 2014;Klehe et al, 2008;Macan, 2009;Ployhart, 2006;Raymark & Van Iddekinge, 2013;Van Iddekinge et al, 2004).…”

Section: Theoretical Implicationsmentioning

confidence: 73%

“…First, gathering construct-related validity evidence may be a central prerequisite for testing whether a personality-based job interview is a useful approach for selecting organizational citizens (see also Hamdani, Valcea & Buckley, 2014). This is likely to be relevant given that research on assessing personality traits with job interview questions has been scarce: Although interview questions often assess personalityrelated interview dimensions among many others (e.g., drive, decisiveness, sense of duty, and likability; Huffcutt, Conway, et al, 2001a), these interview dimensions are oftentimes not aligned with established personality frameworks such as the Big Five.…”

Section: Structured Interviews As Predictor Methodsmentioning

confidence: 99%

“…Selection researchers have repeatedly stated that one of the major challenges in interview research remains to provide construct-related validity evidence (see Hamdani et al, 2014;Klehe et al, 2008;Macan, 2009;Ployhart, 2006;Raymark & Van Iddekinge, 2013;Van Iddekinge et al, 2004). As proposed in a theoretical model by Hamdani et al (2014), this problem can be addressed by first identifying the criteria one would like to predict and by then theoretically matching these criteria with established, carefully defined, and conceptually distinct predictor constructs that are to be assessed in the interview. The present study followed this approach and presents promising results.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

See 2 more Smart Citations

Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview

et al. 2020

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Employees’ organizational citizenship behaviors (OCB) are important drivers of organizational effectiveness. Yet, there exist no established tools for selecting employees with a propensity to engage in OCB. Given that personality traits describe typical behavioral tendencies and are established OCB predictors, we propose that personality assessment is a useful approach for selecting employees who are likely to exhibit OCB. To test this proposition, we developed a structured job interview measuring the Big Five traits and then compared this interview to a personality self-report measure to determine which method of personality assessment works best for selecting organizational citizens. Employees (N = 223) from various occupations participated in the structured job interview and completed the personality self-report in a simulated selection setting. We then obtained supervisor ratings of employees’ OCB. Results supported the assumption that structured job interviews can be specifically designed to assess the Big Five personality traits and, most importantly, to predict OCB. Interview ratings of specific personality traits differentially predicted different types of OCB (i.e., OCB-compliance, OCB-helping, and OCB-initiative) and explained incremental variance in OCB over and above personality self-reports and verbal cognitive ability. Taken together, these findings expand our knowledge about dispositional predictors of OCBs, personality assessment in selection, and the design of job interviews.

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Section: Theoretical Implicationsmentioning

confidence: 73%

Section: Structured Interviews As Predictor Methodsmentioning

confidence: 99%

Section: Theoretical Implicationsmentioning

confidence: 99%

See 1 more Smart Citation

Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview

et al. 2020

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“…As acknowledged by Darmody and Smyth (2016), screening and selection tools for ITE can only be effective if there is a clear understanding of the qualities and dispositions required for the profession. Work by Hamdani, Valcea, and Buckley (2014) claims that this is best achieved by first conducting a job task analysis and then explicating the theoretical links; their advice, on the need to distinguish between trait and method variances is also worth bearing in mind. A job task analysis (JTA) clarifies the real-world content of a job, as well as the requirements necessary for those who perform the job (Wolfe et al 1991).…”

Section: Step 1: Define Constructsmentioning

confidence: 99%

A validity perspective on interviews as a selection mechanism for entry to initial teacher education programmes

Lehane

Lysaght

O’Leary

2021

European Journal of Teacher Education

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Across the world, teacher quality has come to be recognised as one of the most important variables affecting student outcomes; consequently, the regulation of entry into the profession is the subject of iterative review. The traditional 'one-off' interview, involving an interviewee and two or more interviewers, is a common, but not unproblematic, selection mechanism in the field. In particular, the modest positive correlation between performance at interviews and in clinical settings raises questions about using interviews as a selection mechanism for Initial Teacher Education (ITE) programmes. In this paper, we draw on validity theory and some key commentaries and studies in the research literature to offer a perspective on the extent to which the traditional interview provides data that can be used to make good decisions about applicants for ITE. The paper proposes a validity-based framework for use by practitioners to enhance the conceptualisation, design and evaluation of interviews in the process of teacher selection.

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“…Considerable research continues in the area of the interview process, starting from attempts to understand the perspective of its validity [29], reliability [30], transparency [14] and understanding the constructs of structured and unstructured interviews [31,32].…”

Section: Conceptualising Talent Acquisitionmentioning

confidence: 99%

Enabling Corporate Sustainability from a Talent Acquisition Perspective

2020

J Sustain Res

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The first three pillars of sustainability relating to economic, social and, environmental domains are being investigated extensively with regards to corporate sustainability with a focus on reporting methods and corporate responsibilities that contribute to the overall corporate strategy. However, there is a lack of research pertaining to the human domain which is the fourth pillar of sustainability, especially from a talent acquisition perspective in improving human capital. The objective of this paper is related to addressing this paucity in research by adopting an exploratory study on the existing employee selection processes in practice using a mixed-method approach. This paper focuses predominantly on the qualitative data from various key stakeholders and uses thematic analysis to study the interview processes. The objective is to present the findings that could contribute towards shared values related to corporate sustainability through reinforcement of the best practices in talent acquisition as well as the establishment of maximum transparency in the process. The findings from this paper are rooted on the grounds of a social initiative that provides a conceptual decision model called DSRVG approach to enhance transparency and improve structure and consistency during the employee selection interview which in turn can contribute towards enhancing corporate sustainability.

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The relentless pursuit of construct validity in the design of employment interviews

Cited by 14 publications

References 56 publications

Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview

Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview

A validity perspective on interviews as a selection mechanism for entry to initial teacher education programmes

Enabling Corporate Sustainability from a Talent Acquisition Perspective

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