Aural and Visual Sources of Validity in Structured Employment Interviews

This study tests effects of aural and visual cues on the validity of structured interviews. We recorded simulated job interviews with 40 managers from three utility companies on videotape. Supervisors provided performance ratings. Undergraduate research participants (N = 194) saw and heard the videotapes, heard them without the picture, or saw them without the sound and rated interviewees accordingly. Approximately 6 participants rated each interviewee in each condition of cue availability. Performance ratings and participants′ pooled ratings correlated .36 when they could hear and see the interviews, .33 when they could only hear the interviews, and .32 when they could only see the interviews. Interview ratings based on sight alone correlated .53 with interview ratings based on sound alone. One explanation is that aural cues, visual cues, and supervisory performance ratings all reflect true differences between interviewees in traits related to management effectiveness. Another is that interviewers and supervisors make the same mistakes when interpreting implications of aural cues and visual cues for management effectiveness.