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.     

Interview anxiety across the sexes: Support for the sex-linked anxiety coping theory

The sex-linked anxiety coping theory states that females’ anxiety levels may be less detrimental to their selection test performance because they have more available coping resources and engage in more constructive coping strategies prior to and during selection tests. This research project sought to investigate whether gender moderates the link between interview anxiety and interview performance. Co-op students (N = 125) participated in a mock interview as part of a course requirement. The results indicated that gender moderated the relation between self-rated interview anxiety and interview performance. Males were no more anxious than were females, but experienced significantly greater impairments to performance in the job interview as a result of interview anxiety. Of interest, interviewer-rated interview anxiety did not interact with gender to predict interview performance, which supports preliminary research evidence that perceptions and the experience of interview anxiety are not necessarily congruent.     

An interview to measure vital exhaustion. I. development and comparison with the maastricht questionnaire

Abstract

This article presents an interview designed to measure vital exhaustion (VE), a state characterized by unusual fatigue, increased irritability and feelings of demoralization, which has been found to be a short-term risk indicator of myocardial infarction (MI). This state can be measured by means of the Maastricht Questionnaire (MQ). However, the MQ was found to have some major shortcomings for the selection of subjects for laboratory or clinical investigations. For this reason we designed an interview to assess VE. To test the hypothesis that the interview registers prodromal feelings of MI, the interview was administered to a sample of 81 males who were hospitalized because of a first myocardial infarction (mean age 55.6 years; sd 6.8) and a sample of 168 healthy males (mean age 54.9 years; sd 6.9). Mean scores of cases and controls differed significantly (7.8; sd 6.0 and 3.6; sd 4.0, respectively; t=5.65; p=.000). Mean scores on the questionnaire discriminated significantly too, but the discriminating power was much lower (t=2.31; p=.02). The article gives detailed instructions on the way in which the interview should be administered and scored.     

Assessment of Situational Demands in a Selection Interview: Reflective style or sensitivity?

Correctly understanding situational demands is necessary to handle social situations appropriately. Past selection research has shown that candidates who are better at identifying the targeted dimensions in an interview or an assessment center, in fact, perform better in these procedures. However, at least two different processes might be responsible for the obtained findings. First, candidates might differ in their ability to correctly interpret given cues, meaning that some candidates generate better (i.e., more accurate) ideas than others. Second, some candidates might generally reflect more upon potential demands and therefore generate more ideas concerning potentially targeted dimensions. The present study used signal detection theory to investigate to what degree these two processes are related to interview performance. The interview was administered during a selection simulation for university graduates (N = 147). Interviewees' assumptions concerning the targeted dimensions were assessed in a postinterview questionnaire in which they had to write down any hypotheses as to what a certain question was trying to assess. We found that generating better ideas was essential for candidates' interview performance and not the degree to which they generally generated ideas about targeted interview dimension.     

A REVIEW OF STRUCTURE IN THE SELECTION INTERVIEW

Virtually every previous review has concluded that structuring the selection interview improves its psychometric properties. This paper reviews the research literature in order to describe and evaluate the many ways interviews can be structured. Fifteen components of structure are identified that may enhance either the content of the interview or the evaluation process in the interview. Each component is explained in terms of its various operationalizations in the literature. Then, each component is critiqued in terms of its impact on numerous forms of reliability, validity, and user reactions. Finally, recommendations for research and practice are presented. It is concluded that interviews can be easily enhanced by using some of the many possible components of structure, and the improvement of this popular selection procedure should be a high priority for future research and practice.     

Revisiting effects of contextual strength on the subordinate bias effect: Evidence from eye movements

In this study, we examined two issues regarding the role of context in ambiguity resolution: whether access to the contextually appropriate meaning is exhaustive or selective, and whether the contextually inappropriate meaning is inhibited. Participants read texts in which a biased ambiguous word was encountered twice while their eye movements were measured. The context preceding the first encounter varied in the extent to which the subordinate meaning was supported; the context preceding the second encounter always supported the dominant meaning. The findings suggest that lexical access is exhaustive but can be influenced by context, and that the subsequent accessibility of the contextually inappropriate meaning is unaffected by previous selection processes. The results were interpreted in terms of the assumptions of the reordered-access model and activation mechanisms that operate during reading.     

Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings

Digital interviews are a potentially efficient new form of selection interviews, in which interviewees digitally record their answers. Using Potosky's framework of media attributes, we compared them to videoconference interviews. Participants (N = 113) were randomly assigned to a videoconference or a digital interview and subsequently answered applicant reaction questionnaires. Raters evaluated participants’ interview performance. Participants considered digital interviews to be creepier and less personal, and reported that they induced more privacy concerns. No difference was found regarding organizational attractiveness. Compared to videoconference interviews, participants in digital interviews received better interview ratings. These results warn organizations that using digital interviews might cause applicants to self‐select out. Furthermore, organizations should stick to either videoconference or digital interviews within a selection stage.     

面试预测效度和构想效度研究述评

面试是人才甄选中最常用的测量工具。大量研究证实,面试的预测效度比较理想,但不同类型面试的预测效度存在差异。虽然能够证实面试的预测效度较好,但对面试的测量构想却知之甚少。研究面试的构想效度,对于提高面试的递增效度有着重要的实践价值。相对人格成分而言,以往研究对面试能够测量到认知成分形成了更加一致地认识。     

Automatic identification of storytelling responses to past-behavior interview questions via machine learning

Structured interviews often feature past-behavior questions, where applicants are asked to tell a story about past work experience. Applicants often experience difficulties producing such stories. Automatic analyses of applicant behavior in responding to past-behavior questions may constitute a basis for delivering feedback and thus helping them improve their performance. We used machine learning algorithms to predict storytelling in transcribed speech of participants responding to past-behavior questions in a simulated selection interview. Responses were coded as to whether they featured a story or not. For each story, utterances were also manually coded as to whether they described the situation, the task/action performed, or results obtained. The algorithms predicted whether a response features a story or not (best accuracy: 78%), as well as the count of situation, task/action, and response utterances. These findings contribute to better automatic identification of verbal responses to past-behavior questions and may support automatic provision of feedback to applicants about their interview performance.     

CORRESPONDENCE BETWEEN ESTIMATES OF CONTENT AND CRITERION-RELATED VALIDITY VALUES

The correspondence between inferences made using two validation strategies–content and criterion-related–were examined in a specific personnel selection application. Empirical validity values and Law-she's (1975) content validity ratios (CVR) were obtained for items from three structured interview guides used in the selection of insurance agents. Ratings of each item by over 300 field managers were used to calculate the CVR values. Statistically significant, yet modest correlations were found between empirical item validities and content validities for an interview guide used to select applicants with prior insurance sales experience. No significant differences were found among these correlations by comparing job experts of different levels of managerial experience and experience in selection. Data for the interview guide used to select experienced applicants also indicated that a content validity approach can be useful in developing a selection instrument with an empirically valid composite rating. The hypotheses were not confirmed for interview guides used to select applicants with no prior insurance sales experience. The practical importance of these results are discussed, as are plans for future research.     

Scale validation via quantifying item validity using the Dm index

While most validity indices are based on total test scores, this paper describes a method for quantifying the construct validity of items. The approach is based on the item selection technique originally described by Piazza in 1980. Unfortunately, Piazza's P2 index suffers from some substantial limitations. The Dm coefficient provides an alternative which can be used for item selection and provides a validity index for a set of items. The index is similar to that of traditional criterion-related validity indices. Criterion-related validity is used to demonstrate the accuracy of hypothesized relations of the measure with outcome variables of interest in research and practice. This method may be useful when the sample of items or persons is small, rendering more traditional approaches such as factor analysis or item response theory inappropriate. An example of how to use the technique is provided.     

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.     

Unconscious Unease and Self-Handicapping: Behavioral Consequences of Individual Differences in Implicit and Explicit Self-Esteem

In contrast to measures of explicit self-esteem, which assess introspectively accessible self-evaluations, measures of implicit self-esteem assess the valence of unconscious, introspectively inaccessible associations to the self. This experiment is the first to document a relationship between individual differences in implicit self-esteem and social behavior. Participants completed either a self-relevant or a self-irrelevant interview, and were then rated bythe interviewer on their anxiety. When the interview was self-relevant, apparent anxiety was greater for participants low in implicit self-esteem than for participants high in self-esteem; implicit self-esteem did not predict anxiety when the interview was self-irrelevant. Explicit self-esteem did not predict apparent anxiety in either interview, but did predict participants' explicit self-judgments of anxiety. Self-handicapping about interview performance was greater for participants low in both explicit and implicit self-esteem than for those high in these measures. The experiment provides direct evidence that effects of implicit and explicit self-esteem may be dissociated.     

Lay Perceptions of Selection Decision Aids in US and Non‐US Samples

Understanding why decision makers resist using standardized approaches to employee selection requires understanding basic feelings and beliefs about different approaches for collecting and combining assessment information. This study examines lay perceptions of selection decision aids, using a sample of 418 working adults. Holding constant the attributes measured, participants from the United States perceive holistic integration to be superior to mechanical integration for combining interview scores, as well as for combining test scores. Participants from outside of the United States prefer holistic integration of interview scores, but slightly prefer mechanical integration of test scores.     

The embarrassed bystander: Embarrassability and the inhibition of helping

Two studies tested whether individual differences in the tendency to experience embarrassment could predict interpersonal helping behavior (informing another individual about a correctible flaw). In Study 1, 84 participants were given a chance to help an experimenter by telling her that she had ink on her face. Some knew she had an interview immediately following the experiment; some did not. Some participants were there with a confederate; some were alone. The presence of the confederate or of the interview predicted (negatively and positively, respectively) whether the participant would point out the ink. Among those who pointed out the ink, individuals higher in embarrassability were slower to help. In Study 2, participants reported on real-life interactions with others who had a temporary flaw (e.g., food in their teeth). Conceptually replicating Study 1, participants higher in embarrassability were less likely to point out the flaw. These studies suggest that fear of embarrassment is a strong inhibitory factor in social helping situations, and that personality factors can predict who will be inhibited from helping.     

The embarrassed bystander: Embarrassability and the inhibition of helping

Two studies tested whether individual differences in the tendency to experience embarrassment could predict interpersonal helping behavior (informing another individual about a correctible flaw). In Study 1, 84 participants were given a chance to help an experimenter by telling her that she had ink on her face. Some knew she had an interview immediately following the experiment; some did not. Some participants were there with a confederate; some were alone. The presence of the confederate or of the interview predicted (negatively and positively, respectively) whether the participant would point out the ink. Among those who pointed out the ink, individuals higher in embarrassability were slower to help. In Study 2, participants reported on real-life interactions with others who had a temporary flaw (e.g., food in their teeth). Conceptually replicating Study 1, participants higher in embarrassability were less likely to point out the flaw. These studies suggest that fear of embarrassment is a strong inhibitory factor in social helping situations, and that personality factors can predict who will be inhibited from helping.     

On the Social Psychology of Agency Relationships: Lay Theories of Motivation Overemphasize Extrinsic Incentives

Three laboratory studies and one field study show that people generally hold lay theories which contain an extrinsic incentives bias-people predict that others are more motivated than themselves by extrinsic incentives (job security, pay) and less motivated by intrinsic incentives (learning new things). The extrinsic incentives bias can be separated from a self-serving bias and it provides an empirical counterexample to the traditional actor-observer effect in social psychology (although its theoretical explanation is similar). This kind of bias may hinder organizations from organizing because people who act as principals may use improper lay theories to offer inappropriate deals to agents. Copyright 1999 Academic Press.     

The dynamics and validity of the group selection interview

The authors examined the validity of the group interview, in which several applicants are interviewed simultaneously, vs. the traditional 1-on-1 selection interview. The authors also investigated perceptions of fairness for each interview format and whether the order in which the applicant was asked to respond in the group interview affected the quality of his or her response. Participants were 91 undergraduates who participated in 1-on-1 or group interviews for a scholarship award. The present results supported the hypothesis that interviewers in the 1-on-1 format were significantly better at predicting the applicants' academic potential. Also, in the group interviews, the order in which the applicants were asked to respond affected the quality of their responses significantly.     

Time course of priming for associate and inference words in a discourse context

The construction of word meanings in a discourse context was conceptualized as a process of sense activation, sense selection, and sense elaboration. In three experiments, subjects read texts presented by a rapid serial visual procedure and performed a lexical decision on visually presented targets that followed ambiguous prime words. When the target was a word, it was either an associate of the prime word, a probable inference suggested by the discourse, or an unrelated word. For associates, lexical decisions that related to either the appropriate or the inappropriate sense of the ambiguous word were generally facilitated at short (200-400 msec) prime-target stimulus onset asynchronies (SOAs). At longer SOAs, responses were faster to appropriate than to inappropriate associates. For the thematic inferences, there was no difference between these (appropriate) inferences and (inappropriate) control words at short SOAs. At long SOAs (1,000 and 1,500 msec), however, inference words were facilitated. The results are interpreted as consistent with a model of lexical processing in which sense activation functions independently of context. Discourse context effects, whether on sense selection (suppression of inappropriate associates) or on sense elaboration (creation of inferences), are seen as postlexical.     

Emotional Disorder

In this paper I aim to provide a characterisation of emotional disorder. I begin by criticising the thought that an agent can be judged to be experiencing an emotional disorder if his emotion causes him some type of harm. This then leads me to develop the claim that emotional disorder relates to sufficiently inappropriate emotion, where (sufficiently) inappropriate emotion relates to emotion that fails to be (sufficiently) responsive to the agent's beliefs and/or desires. Finally, I conclude the paper by suggesting that if an essentially non‐cognitivist conception of emotion is accepted then – on the characterisation of emotional disorder that I defend – there may exist strong grounds for thinking that cognitive therapy will be an inappropriate form of treatment in cases of emotional disorder.¹