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A meta‐analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview*

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References

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Cited by

2005SELECTING INDIVIDUALS IN TEAM SETTINGS: THE IMPORTANCE OF SOCIAL SKILLS, PERSONALITY CHARACTERISTICS, AND TEAMWORK KNOWLEDGE539 cited
2002BEYOND EMPLOYMENT INTERVIEW VALIDITY: A COMPREHENSIVE NARRATIVE REVIEW OF RECENT RESEARCH AND TRENDS OVER TIME340 cited
2002The use of impression management tactics in structured interviews: A function of question type?293 cited
2009The employment interview: A review of current studies and directions for future research263 cited
1996The Correction for Attenuation255 cited
1989RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH252 cited

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2010Work readiness in graduate recruitment and selection: A review of current assessment methods232 cited

1999DERIVATION AND IMPLICATIONS OF A META‐ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE PREDICTORS, AND JOB PERFORMANCE224 cited

1993CONSTRAINTS ON THE ADOPTION OF PSYCHOLOGY‐BASED PERSONNEL PRACTICES: LESSONS FROM ORGANIZATIONAL INNOVATION215 cited

1998Racial group differences in employment interview evaluations.198 cited

2014Hire me: Computational Inference of Hirability in Employment Interviews Based on Nonverbal Behavior187 cited

2000THE INCREMENTAL VALIDITY OF INTERVIEW SCORES OVER AND ABOVE COGNITIVE ABILITY AND CONSCIENTIOUSNESS SCORES187 cited

2000Implications of OCB and Contextual Performance for Human Resource Management186 cited

1996A meta-analytic investigation of cognitive ability in employment interview evaluations: Moderating characteristics and implications for incremental validity.184 cited

1992Studies of the structured behavioral interview.177 cited

1995EXPERIENCE‐BASED AND SITUATIONAL INTERVIEW QUESTIONS: STUDIES OF VALIDITY163 cited