STRUCTURED INTERVIEWING: RAISING THE PSYCHOMETRIC PROPERTIES OF THE EMPLOYMENT INTERVIEW

Michael A. Campion · Elliott D. Pursell · Barbara K. Brown

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Employer Branding and e-HRM Psychometric Methodologies and Testing Medical Education and Admissions

Abstract

A highly structured employment interviewing technique is proposed, which includes the following steps: (1) develop questions based on a job analysis, (2) ask the same questions of each candidate, (3) anchor the rating scales for scoring answers with examples and illustrations, (4) have an interview panel record and rate answers, (5) consistently administer the process to all candidates, and (6) give special attention to job relatedness, fairness, and documentation in accordance with testing guidelines. Examination of psychometric properties for hiring entry‐level production employees (n= 149) reveals high interrater reliability (r= .88) and predictive validity (uncorrected r= .34, corrected r= .56), as well as evidence for test fairness and utility. The levels of these properties are comparable to those of a comparison battery of typical employment tests, and correlations with the tests suggest that the interview has a strong cognitive aptitude component. Potential explanations for the effectiveness of this structured interviewing technique are discussed.

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References

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2019Implicit Social Cognition 2002The use of impression management tactics in structured interviews: A function of question type?1989RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH 1998Racial group differences in employment interview evaluations.1994Biodata phenomenology: Recruiters' perceptions and use of biographical information in resume screening.2000THE INCREMENTAL VALIDITY OF INTERVIEW SCORES OVER AND ABOVE COGNITIVE ABILITY AND CONSCIENTIOUSNESS SCORES

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