An Empirical Review of the Employment Interview Construct Literature

@article{Huffcutt2011AnER,
  title={An Empirical Review of the Employment Interview Construct Literature},
  author={Dr. Allen I. Huffcutt},
  journal={ERN: Other Organizations \& Markets: Personnel Management (Topic)},
  year={2011}
}
  • Dr. Allen I. Huffcutt
  • Published 2011
  • Psychology
  • ERN: Other Organizations & Markets: Personnel Management (Topic)
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… Expand
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References

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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 findingsExpand
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This meta-analytic review presents the findings of a project investigating the validity of the employment interview. Analyses are based on 245 coefficients derived from 86,311 individuals. ResultsExpand
Identification and meta-analytic assessment of psychological constructs measured in employment interviews.
TLDR
A comprehensive taxonomy of 7 types of constructs that the interview could assess was developed, suggesting that at least part of the reason why structured interviews tend to have higher validity is because they focus more on constructs that have a stronger relationship with job performance. Expand
PERSONALITY CHARACTERISTICS OF JOB APPLICANTS AND SUCCESS IN SCREENING INTERVIEWS
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Comprehensive meta-analysis of the construct validity of the employment interview
This article presents a series of meta-analyses carried out, exploring the construct validity of personnel selection interviews. Accordingly, the interviews were divided into two different groups:Expand
INTERVIEWER ASSESSMENTS OF APPLICANT “FIT”: AN EXPLORATORY INVESTIGATION
Although both strategic management theorists and practicing recruiters endorse selecting applicants on the basis of “fit,” precise delineation of fit in a selection context remains elusive. Moreover,Expand
What Do Structured Selection Interviews Really Measure? The Construct Validity of Behavior Description Interviews
Structured selection interviews have been shown to predict performance at work, although the reasons for this success are not well understood. This study examined the construct validity of 2 behaviorExpand
Exploring Boundaries of the Effects of Applicant Impression Management Tactics in Job Interviews
Applicant impression management tactics have been shown to positively influence interviewer evaluations. This study extends previous research by examining the moderating roles of interview structure,Expand
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Two issues were explored: (a) which impression management (IM) tactics applicants use during actual interviews and (b) whether there is a relationship between applicants' IM tactics and theirExpand
Correlational tests of predictions from a process model of the interview
We conducted a field study to test eight propositions derived from a process model of the selection interview (Dipboye, 1982; Dipboye & Macan, 1988). According to the model, interviewers'Expand
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