The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature

Abstract

In the 20 years since frameworks of employment interview structure have been developed, a considerable body of empirical research has accumulated. We summarize and critically examine this literature by focusing on the 8 main topics that have been the focus of attention: (a) the definition of structure; (b) reducing bias through structure; (c) impression management in structured interviews; (d) measuring personality via structured interviews; (e) comparing situational versus past‐behavior questions; (f) developing rating scales; (g) probing, follow‐up, prompting, and elaboration on questions; and (h) reactions to structure. For each topic, we review and critique research and identify promising directions for future research. When possible, we augment the traditional narrative review with meta‐analytic review and content analysis. We concluded that much is known about structured interviews, but there are still many unanswered questions. We provide 12 propositions and 19 research questions to stimulate further research on this important topic.

New Talent Signals: Shiny New Objects or a Brave New World?

“…Indeed, 100 years of research in I-O psychology provide conclusive evidence for the validity of job interviews (Levashina, Hartwell, Morgeson, & Campion, 2014), assessment centers (Thornton & Gibbons, 2009), cognitive ability tests (Schmitt, 2013), personality inventories (J. Hogan & Holland, 2003), biodata (Breaugh, 2009), situational judgment tests (Christian, Edwards, & Bradley, 2010), 360-degree feedback ratings (Borman, 1997), resumés (Cole, Feild, & Stafford, 2005), letters of recommendations (Chamorro-Premuzic & Furnham, 2010), and supervisors' ratings of performance (Viswesvaran, Schmidt, & Ones, 2005).…”

Training Success for U.S. Air Force Special Operations and Combat Support Specialties: An Analysis of Recruiting, Screening, and Development Processes

“…Comprehensive reviews continue to be published regularly 57 and several meta-analyses have 56 Examples of previous biodata measures administered by the U.S. military include the History Opinion Inventory, Military Service Inventory, Recruit Background Questionnaire, Military Applicant Profile, Educational and Biographical Information Survey, and the Armed Services Adaptability Profile (Laurence and Means, 1985). 57 Examples include: Arvey and Campion, 1982;Harris, 1989;Levashina et al, 2014;Posthuma, Morgeson, and Campion, 2002;Ulrich and Trumbo, 1965;Wagner, 1949;and Wright, 1969. been conducted on the topic. 58 Consistently and convincingly, this extensive body of research concludes that structured interviews are more reliable and valid than unstructured interviews, and structured interviews demonstrate criterion-related validity.…”

“…Broadly defined, a structured interview involves establishing and purposefully applying a set of predetermined rules for questions, observations, and evaluations. Components of structured interviews include basing questions on a job analysis, asking the same questions, developing questions systematically, 59 using an anchored rating scale, rating each question, and providing interviewer training (see Campion et al, 1997 for a discussion of components; Levashina et al, 2014).…”

Bias Wawancara: Perbedaan Teknik Wawancara (Situational dan Behavioral) dalam Hal Penilaian Wawancara Kerja

“…Menurut Huffcutt dan Culbertson (2010), wawancara kerja menjadi salah satu metode yang digunakan untuk menilai pelamar kerja serta langkah pengambilan keputusan dalam mendapatkan calon karyawan yang akan diperkerjakan. Proses pengambilan keputusan untuk mendapatkan calon karyawan dalam wawancara kerja ini mengarah pada penilaian wawancara kerja yang dilakukan (Levashina, Hartwell, Morgeson, & Campion, 2013). Penilaian wawancara ini biasanya dilakukan melalui pemeringkatan atau yang lebih dikenal dengan rating interviu.…”