engaged in developing and utilizing a method that has been named the "critical incident technique

The critical incident technique.

This meta-analytic review presents the findings of a project investigating the validity of the employment interview. Analyses are based on 245 coefficients derived from 86,311 individuals. Results show that interview validity depends on the content of the interview (situational, job related, or psychological), how the interview is conducted (structured vs. unstructured; board vs. individual), and the nature of the criterion (job performance, training performance, and tenure; research or administrative ratings). Situational interviews had higher validity than did job-related interviews, which, in turn, had higher validity than did psychologically based interviews. Structured interviews were found to have higher validity than unstructured interviews. Interviews showed similar validity for job performance and training performance criteria, but validity for the tenure criteria was lower. The interview is a selection procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries. Interviews are one of the most frequently used selection procedures, perhaps because of their intuitive appeal for hiring authorities. Ulrich and Trumbo (1965) surveyed 852 organizations and found that 99% of them used interviews as a selection tool. Managers and personnel officials, especially those who are interviewers, tend to believe that the interview is valid for predicting future job performance. In this article, we quantitatively cumulate and summarize research on the criterion-related validity of the employment interview. Our purpose in this article is threefold. First, we summarize past narrative and quantitative reviews of criterion-related validity studies of the employment interview. Second, we report research that extends knowledge of the criterion-related validity of interviews through meta-analyses conducted on a more comprehensive database than has been available to earlier investigators. Third, we examine the criterion-related validity of different categories of interviews that vary in type and in structure.

/pdf/the-validity-of-employment-interviews-a-comprehensive-review-1wtyrdwcls.pdf

The validity of employment interviews: A comprehensive review and meta-analysis.

Virtually every previous review has concluded that structuring the selection interview improves its psychometric properties. This paper reviews the research literature in order to describe and evaluate the many ways interviews can be structured. Fifteen components of structure are identified that may enhance either the content of the interview or the evaluation process in the interview. Each component is explained in terms of its various operationalizations in the literature. Then, each component is critiqued in terms of its impact on numerous forms of reliability, validity, and user reactions. Finally, recommendations for research and practice are presented. It is concluded that interviews can be easily enhanced by using some of the many possible components of structure, and the improvement of this popular selection procedure should be a high priority for future research and practice.

A review of structure in the selection interview

Despite extensive evidence that tests are valid for employee selection, Federal Guidelines have urged employers to seek alternative selection procedures that are equally valid but have less adverse impact on minorities. Research on the validity, adverse impact and fairness of eight categories of alternatives was reviewed. Feasibility of operational use of each type of alternative in an employment setting was also discussed. Only biodata and peer evaluation were supported as having validities substantially equal to those for standardized tests. Previous reviews and more recent research indicated that interviews, self-assessments, reference checks, academic achievement, expert judgment and projective techniques had levels of validity generally below those reported for tests. Data, where available, offered no clear indication that any of the alternatives met the criterion of having equal validity with less adverse impact. Results are discussed and several additional promising alternatives are described.

Validity and fairness of some alternative employee selection procedures

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.

https://webapps.krannert.purdue.edu/kap/KATALYST/public/publications.aspx?personid=7090&publicationid=7617&attachmentid=890

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

The Employment Interview: a Critical Summary

The employment interview: a critical summary

Summary
The Personnel Department frequently finds it necessary to gather personnel information for either research or operating purposes. For many types of information the personal interview has been preferred in spite of its expense because it has been thought to provide fuller information than can be obtained by other means. This study describes a group interview technique developed to secure personnel information less expensively. The, results of the group technique are compared with a control situation in which individual interviews were used. Results indicate that the group interview accomplishes the work of the individual interview in one fourth the time with no loss of quality and no adverse morale effects.

A Group Situation Compared with Individual Interviews for Securing Personnel Information

Using Critical Incidents to Determine Selection Test Weights1

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The Employment Interview: a Critical Summary

The employment interview: a critical summary

A Group Situation Compared with Individual Interviews for Securing Personnel Information

Using Critical Incidents to Determine Selection Test Weights1