The Selection/Recruitment Interview: Core Processes and Contexts

Abstract

Given the frequency with which interviews are used in selection, it is not surprising that work and organizational psychologists have devoted considerable attention to assessing their validity, reliability, and underlying dynamics. There have been several narrative reviews of this research literature in recent years. All are thorough, informative, and required reading for the serious scholar or practitioner of the interview. However, they are, for the most part, atheoretical and depict the interview as a series of disconnected and unrelated events. Typically, the social context is treated as a source of cues and the impact on the interview is framed from an information processing perspective. There are very few reviews that have examined the interrelationships among the cognitive and social processes and interview outcomes. Consequently, the major finding of interview research over the past century – that structured interviews achieve superior assessments than unstructured interviews – remains largely unexplained.

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