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Why are structured interviews so rarely used in personnel selection?

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References

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2009Implicit Bias and Accountability Systems: What Must Organizations Do to Prevent Discrimination?156 cited
2011Lay Perceptions of Selection Decision Aids in US and Non-US Samples

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120 cited

2003An empirical investigation of interviewer‐related factors that discourage the use of high structure interviews97 cited

2004A Counterintuitive Hypothesis About Employment Interview Validity and Some Supporting Evidence.94 cited

2005The importance of traits and abilities in supervisors' hirability decisions as a function of method of assessment86 cited

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2011IS MORE STRUCTURE REALLY BETTER? A COMPARISON OF FRAME‐OF‐REFERENCE TRAINING AND DESCRIPTIVELY ANCHORED RATING SCALES TO IMPROVE INTERVIEWERS’ RATING QUALITY63 cited

2012The Selection Interview from the Interviewer and Applicant Perspectives: Can't Have One without the Other62 cited

2019Unstructured interviews: are they really all that bad?58 cited

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2005When the inferior candidate is offered the job: The selection interview as a political and power game41 cited