RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH

Literature since the last comprehensive review of research on the employment interview is summarized, and suggestions for future studies in this area are described. Major changes in findings regarding the validity of the interview, the impact of applicant sex, and the effect of interviewer characteristics/behavior on applicant reactions, as well as other issues, are reported. Contrary to the widely held belief that the interview has low validity, recent research indicates at least modest validity for this selection tool. Conversely, the effect of the campus interview on applicant reactions has been seriously questioned. Researchers are urged to examine several areas in social psychology, including the literature on attitudes-intentions-behavior, the elaboration likelihood model, and theories of discrimination to achieve greater understanding of the employment interview.     

The Relation of Candidate Personality With Selection-Interview Outcomes

Two studies examined the relation of personality on the interview process. Study 1 was designed to examine these behaviors and characteristics in a lab sctting. while Study 2 examined similar variables in a field setting. Study 1 demonstrated that Type A achievemetit strivings, extraversion, work locus of control. neuroticism. and trait anxiety were related to interview outcomes in simulated employment interviews. Study 2 examined the relation of personality characteristics to outcomes of actual interviews conducted by college recruiters. Type A achievement striving, work locus of control. and trait anxiety were found to be related to interviewer decision outcomes.     

An Empirical Review of the Employment Interview Construct Literature

The purpose of this paper is to summarize available empirical research on the association between employment interview ratings and various construct measures using a theoretical model developed as part of the study. The model posits 3 main sources of construct‐related variance in interview ratings: job‐related interview content (e.g., job knowledge), interviewee performance (e.g., impression management tactics), and personal/demographic characteristics (e.g., candidate attractiveness). Results suggest some potentially important findings, including that the mean correlation with interview ratings is twice as large for constructs related to interviewee performance as it is for constructs pertaining to job‐related interview content. Directions for future construct research are also identified. For instance, despite being central to the interpersonal make‐up of the candidates, research regarding the influence of interests, goals, and values on interview ratings is almost nonexistent.     

School-Based Supports and Interventions to Improve Social and Behavioral Outcomes with Racially and Ethnically Minoritized Youth: A Review of Recent Quantitative Research

School discipline disproportionality has long been documented in educational research, primarily impacting Black/African American and non-White Hispanic/Latinx students. In response, federal policymakers have encouraged educators to change their disciplinary practice, emphasizing that more proactive support is critical to promoting students’ social and behavioral outcomes in school. Results from a literature review conducted nearly a decade ago indicated that there was, at that point, a paucity of empirical research related to considering students’ culture (e.g., race, ethnicity) and supporting school behavior. The purpose of this study is to replicate and expand the previous review to summarize the characteristics of the most recent school-based quantitative research addressing interventions to promote social and behavioral outcomes for racially and ethnically minoritized youth. We screened 1687 articles for inclusion in the review. Upon coding 32 eligible research studies, we found that intervention and implementer characteristics within these studies varied, but noted strong intervention effects in studies that included established evidence-based practices, adapted interventions, as well as new practices piloted with student participants. Results inform recommendations to continue to study interventions that promote positive social and behavioral outcomes for racially and ethnically minoritized students to disrupt a long history of subjection to exclusionary discipline disproportionately.

     

The impact of career exploration and interview readiness on interview performance and outcomes

In a longitudinal study of 78 graduate business students, three aspects of career exploration—environment exploration, self-exploration, and the amount of information acquired—were examined as predictors of interview performance (interview rating and self-rating) and outcomes (call-back interviews and job offers). Environment exploration and the amount of information acquired related significantly with the recruiter's rating of interview performance and interview outcomes; self-exploration correlated with the recruiter's rating of interview performance. Interview readiness variables (perceived past performance, verbal persuasion, and feelings of self-efficacy) correlated modestly with career exploration variables, interview performance ratings, and interview outcomes.     

SOCIAL COMPARISON THEORY AND THE EVALUATION OF PEER EVALUATIONS: A REVIEW AND SOME APPLIED IMPLICATIONS

Some of the more fundamental characteristics of peer evaluations were reviewed and their striking industrial validity was noted. Subsequently, the theories put forth to account for the validity of peer evaluations were examined and found to be wanting. A review of the conditions under which peer evaluations yield strong validity coefficients as well as certain factor analytic and experimental studies indicated that social comparison theory might provide a useful framework for elucidating the nature of peer evaluation process. This theory was then related to the characteristics of peer evaluation and certain applied implications were suggested. It was concluded that further empirical research along these lines might have some value.     

THE RELATIONSHIP OF INTERVIEWERs' PREINTERVIEW IMPRESSIONS TO SELECTION AND RECRUITMENT OUTCOMES

Many interviewers must handle the competing demands of assessment and recruitment when conducting interviews. Both interviewers and applicants in a college placement setting provided their perceptions of each other and the interview process. The present study explored possible mediators and moderators of the relationship of interviewers' preinterview impressions of applicants to their postinterview impressions of the same applicants, as well as the effects on recruiting success. Consistent with a process model of the interview (Dipboye, 1982), preinterview impressions were positively related to postinterview impressions. Several other predictions were not supported, however, and suggestions are made for modifications in the process model and directions for future research.     

A Narrative Review of Post-1989 Employment Interview Research

This narrative review covers both selection- and recruitment/com-munication-oriented employment interview research published since 1989. Brief comparisons of older reviews' findings to recent findings are presented. Key topics reviewed include validity and reliability evidence, decision making in the interview, applicant characteristics, applicant reactions, and interview communication processes. Key findings of the present review include: interview validity, under certain conditions, may rival that of mental ability tests; more structure in selection interviews is better; previewing applicant information (e.g., resumes) by the interviewer can harm selection interview effectiveness; and certain recruiter behaviors can influence applicants' willingness to work for the firm.     

TEST PREPARATION PROGRAMS IN SELECTION CONTEXTS: SELF-SELECTION AND PROGRAM EFFECTIVENESS

Research examining coaching effects on test performance and other outcomes in selection settings has been limited despite an increase in test orientation programs. This study examined factors potentially related to self-selection into a test preparation program, the outcomes of such a program, and the differential effectiveness of the program. Attendees were more likely to be female, African American, and low in Stress Tolerance. After considering potential differences due to self-selection, attendance was unrelated to ability test performance, anxiety, or motivation levels. No evidence of the differential effectiveness of the program based on characteristics of attendees was found. Implications for research and practice related to test preparation programs in selection contexts are discussed.     

A review of applicant faking in selection interviews

Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical work on prevalence, antecedents, processes, and effects of interview faking. Most applicants fake at least to some degree. Personality (e.g., Conscientiousness, Honesty‐humility, the Dark Triad) and attitudes toward faking substantially correlate with faking behaviors. Research concerning applicants' ability, interview structure components, or contextual factors is limited. Furthermore, the impact of faking on interview ratings is mixed and effects on criterion‐related validity are not consistently negative. Finally, the detection of faking seems hardly possible and there are limited options available to reduce interview faking. Throughout our review, we describe important gaps and derive suggestions and propositions for future research.     

THE VALIDITY OF THE JOB CHARACTERISTICS MODEL: A REVIEW AND META-ANALYSIS

The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less agreement on the exact number of dimensions. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes. Concerning psychological states, the results tended to support their mediating (e.g., intervening) role between job characteristics and personal outcomes. The pattern of correlations between the job characteristics and psychological states was less supportive of the model. Meta-analytic results demonstrated that most of the cross-study variance was due to statistical artifacts. True variance across studies was found for the job characteristics-performance relationship, however, and subsequent analyses suggested that growth-need strength moderates this relationship. Implications for potential revisions of the model and for practice are discussed.     

DAILY WORK STRESS AND ALCOHOL USE: TESTING THE CROSS-LEVEL MODERATION EFFECTS OF NEUROTICISM AND JOB INVOLVEMENT

Employee alcohol use has been shown to be prevalent and have potential detrimental effects for both employees' health and work outcomes. In this study, we used a daily telephone interview to investigate the relationships between work stress and alcohol use in a sample of Chinese workers. The results from multilevel modeling showed that daily work stress was significantly related to daily alcohol use and desire to drink. Further, there were significant interindividual variations in the work stress–alcohol use/desire to drink relationships that were predicted by neuroticism and job involvement. Both theoretical and practical implications of this study are discussed.     

BEYOND EMPLOYMENT INTERVIEW VALIDITY: A COMPREHENSIVE NARRATIVE REVIEW OF RECENT RESEARCH AND TRENDS OVER TIME

The last major narrative review of the employment interview was published over 10 years ago. Since then, 278 studies have examined numerous aspects of the interview. This review summarizes and critically examines this recent research. A framework is developed that partitions research into social, cognitive, individual difference, measurement, and outcome factors. This organizing framework allows an examination of trends over time and facilitates identification of gaps in the empirical literature. Within each of these major factors, each research topic is identified, defined, and reviewed. For each topic, the results of the previous 3 narrative reviews are briefly summarized, recent research is reviewed and critiqued, and directions for future research are identified.     

Parent-Professional Alliance and Outcomes of Child,Parent, and Family Treatment: A Systematic Review

This review systematically explored research examining the relation between parent-professional alliance and outcomes of psychosocial treatments provided to children, and their parents and families. Study findings and methodological characteristics were reviewed to investigate the evidence linking the alliance between parents and professionals to outcomes of child, parent, and family treatment as well as to identify factors that may influence the alliance-outcome association. A systematic review of the literature was conducted that included a search of three electronic databases using specified search terms, followed by a hand search to identify relevant studies. A total of 46 studies (37 published articles and 9 unpublished dissertations) met inclusion criteria. Overall, the findings indicated that higher levels of parent-professional alliance were significantly associated with improved clinical outcomes and stronger treatment engagement. However, some studies found that the parent-professional alliance was not significantly related to clinical outcomes or treatment engagement, and a few studies showed that higher levels of alliance were related to less positive clinical outcomes and lower levels of treatment engagement. Several theoretical (problem type, child age, parent sex) and methodological (source and timing of alliance measurement, alliance-outcome informants, outcome domain, timing of outcome measurement) factors were identified that could influence the alliance-outcome association. Together, our findings emphasize the importance of alliance awareness when working with parents as well as a need for future studies to investigate factors influencing the quality of the parent-professional alliance and alliance-outcome association in child, parent, and family treatment.     

Weight discrimination in the workplace: a meta‐analytic examination of the relationship between weight and work‐related outcomes

This study provides a meta‐analytic review of correlational research examining the relationship between job incumbent/applicant weight and work‐related outcomes. Given the differences between correlational and experimental research, our findings show an understandably weaker relationship between weight and work‐related outcomes than has been found in past meta‐analyses of the experimental research. However, our findings do support the directionality of (a) the overall effect of weight on work‐related outcomes, and (b) the moderating role of job incumbent/applicant sex and the type of work‐related outcome found in past meta‐analyses of experimental research. In addition, this review provides initial meta‐analytic evidence for the roles of race, the sex–race interaction, and age as moderators of the relationship between weight and work‐related outcomes.     

多面Rasch模型理论及其在结构化面试中的应用

针对影响面试效度的各种误差来源,该文引入了一种新颖的面试结果处理方法：多面Rasch模型。这一模型在结构化面试中的应用不但有利于有效测量被试的能力水平,而且为识别问题评委、进一步完善评分规则、实现面试等值等问题都提供了全新的解决思路。文章在对结构化面试信、效度研究进展进行综述的基础上,介绍了多面Rasch模型的理论及其在结构化面试中的应用框架。     

THE EMPLOYMENT INTERVIEW: A SUMMARY AND REVIEW OF RECENT RESEARCH1

After a quick recapitulation of previous reviews of the employment interview, recent research from about 1975 is reviewed and summarized. Research dealing with the reliability and validity of the interview, methodological issues, decision making, interviewer training, minority characteristics, nonverbal behavior, interviewee characteristics, and interviewee training is summarized. Trends and directions are noted, suggestions for further research extended, and a discussion of why persistence in the use of interview exists is presented.     

DEVELOPING A NOMOLOGICAL NETWORK FOR INTERVIEW STRUCTURE: ANTECEDENTS AND CONSEQUENCES OF THE STRUCTURED SELECTION INTERVIEW

A review by Campion, Palmer, and Campion (1997) identified 15 elements of interview structure and made predictions regarding how applicants and interviewers might react to these elements. In this 2-sample field survey of 812 interviewees and 592 interviewers from over 502 organizations, interview structure was best described by 4 dimensions: (a) Questioning Consistency, (b) Evaluation Standardization, (c) Question Sophistication, and (d) Rapport Building. Interviewers with formal training and those with a selection rather than recruiting focus employed higher levels of interview structure. In addition, reactions to increased structure were mixed. Both higher structure (Question Sophistication) and lower structure (Rapport Building) were positively related to interviewer reactions. Less than 34% of interviewers had any formal interview training. However, interviewers were confident that they could identify the best candidates regardless of the amount of interview structure employed. Applicants reacted negatively to the increased perceived difficulty of structured interviews, but perceptions of procedural justice were not affected by interview structure.     

Dyadic Affective Flexibility and Emotional Inertia in Relation to Youth Psychopathology: An Integrated Model at Two Timescales

The current review examines characteristics of temporal affective functioning at both the individual and dyadic level. Specifically, the review examines the following three research questions: (1) How are dyadic affective flexibility and emotional inertia operationalized, and are they related to youth psychopathology? (2) How are dyadic affective flexibility and emotional inertia related, and does this relation occur at micro- and meso-timescales? and (3) How do these constructs combine to predict clinical outcomes? Using the Flex3 model of socioemotional flexibility as a frame, the current study proposes that dyadic affective flexibility and emotional inertia are bidirectionally related at micro- and meso-timescales, which yields psychopathological symptoms for youth. Specific future directions for examining individual, dyadic, and cultural characteristics that may influence relations between these constructs and psychopathology are also discussed.     

Identification of the targeted performance dimensions and self-promotion in interviews: investigations of uncharted waters

ABSTRACT

Previous research on interviewees’ ability to identify criteria (ATIC) found that interview performance is positively related to the degree to which interviewees identify the targeted performance criteria in a selection interview. Similarly, the use of self-promotion as an impression management tactic is also positively related to interview performance. The present study extended this research and used multilevel analyses to investigate whether intraindividual variation concerning identification of the performance criteria and the use of self-promotion is related to within-person performance fluctuations across interview questions. Furthermore, we also tested whether correct identification of the performance dimensions moderates the effects of self-promotion behaviour on interview performance. In a simulated selection interview, we found that ATIC and self-promotion were indeed positively related to interview performance on the between-person level (i.e., for the entire interview). However, no moderator effect was found. Furthermore, on the within-person level interviewees’ performance was better concerning questions for which they were better at identifying the performance criteria but worse concerning questions for which they used more self-promotion. Thus, identification of the targeted dimensions and self-promotion have diverging effects on the level of specific interview questions. Finally, we discuss implications for research and practice.