Interviewee Selection Test and Evaluator Assessments of General Mental Ability, Emotional Intelligence and Extraversion: Relationships with Structured Behavioral and Situational Interview Performance

@article{Kluemper2015IntervieweeST,
  title={Interviewee Selection Test and Evaluator Assessments of General Mental Ability, Emotional Intelligence and Extraversion: Relationships with Structured Behavioral and Situational Interview Performance},
  author={Donald H. Kluemper and Benjamin D. McLarty and Terrence R. Bishop and Anindita Sen},
  journal={Journal of Business and Psychology},
  year={2015},
  volume={30},
  pages={543-563}
}
Abstract The purpose of the study was to examine antecedents of interview performance commonly measured via two divergent methods; selection tests and evaluator assessments. General mental ability (GMA), emotional intelligence (EI), and extraversion have been largely studied in isolation. This study evaluates the relative strength of these traits across methods and tests whether selection test and evaluator-assessed traits interact to further enhance the prediction of interview performance. 81… 
Is Past Performance an Accurate Indicator of Future Performance in Evaluating Candidates ’ Success in a Future Job ? A Conceptual Analysis
Structured behavioral interviews have gained popularity among human resource professionals based on the simplicity of rating candidates’ future job performance. Despite the inconsistent study of
Empirical Assessment of Typical versus Maximal Responding in Behavior Description Interviews
ABSTRACT The purpose of this investigation was to provide a direct assessment of typical versus maximal responding in a Behavior Description Interview. A total of 109 participants were recruited from
Examining Relationship between Emotional Intelligence and Counterproductive Work Behavior: A Moderated Mediated Model
Despite various attempts to know the relationship between emotional intelligence (EI) and counterproductive work behavior (CWB), the findings are inconsistent and offer a varying degree of
Cognitive-Adaptive Trait Theory: A Shift in Perspective on Personality.
TLDR
Cognitive-adaptive trait theory rejects the view that personality dimensions directly reflect brain systems, and affords novel perspectives on trait psychometrics, theoretical accounts of mediating processes, and real-world adaptation.
Self-efficacy and job search success for new graduates
PurposeThe purpose of this paper is to explore the relationship between general self-efficacy (GSE), job search self-efficacy (JSSE), extraversion and job search success within a sample of new
What makes employees highly engaged and performing? : Leader's emotional intelligence, service climate and psychological capital.
While scholars know a great deal about the importance of a leader’s emotional intelligence in organizational context, there is much to be learned about the factors how a leader’s emotional
Emotions and Emotional Regulation in HRM: A Multi-Level Perspective
Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing
EMOTIONAL INTELLIGENCE: PORTRAIT AND SIGNIFICANCE IN HEALTHCARE WORKERS (FITNESS CENTER WORKERS, SURGEONS AND PODIATRIST) INTELIGENCIA EMOCIONAL: RETRATO E IMPORTANCIA EN PROFESIONALES DE LA SALUD (TRABAJADORES DEL SECTOR
TLDR
In this review, results of different investigations about EI and its relationships with health and job performance in samples such as health (fitness center workers, surgeons, and podiatrists) are presented and some key aspects are proposed to improve the EI aiming at reducing stress, enhancing social and mental health, and increasing human resilience to different stressor agents.
...
1
2
3
...

References

SHOWING 1-10 OF 103 REFERENCES
Assessing personality with a structured employment interview: construct-related validity and susceptibility to response inflation.
TLDR
Analysis revealed that the scores from the applicant-like condition were significantly more elevated for self-report personality ratings than for interviewer personality ratings, and instructions to respond like an applicant appeared to have a detrimental effect on the structure of the self- report and interview ratings, but not interviewer NEO ratings.
A meta-analytic investigation of cognitive ability in employment interview evaluations: Moderating characteristics and implications for incremental validity.
The purpose of this investigation was to explore the extent to which employment interview evaluations reflect cognitive ability. A meta-analysis of 49 studies found a corrected mean correlation of
Relations of emotional intelligence, practical intelligence, general intelligence, and trait affectivity with interview outcomes: it's not all just ‘G’
Emotional intelligence was conceptualized as competencies that may enable people to use emotions advantageously to achieve desired outcomes. Measures of three components of emotional intelligence
The incremental validity of interview scores over and above cognitive ability and conscientiousness scores
Recent research has suggested that scores on measures of cognitive ability, measures of Conscientiousness, and interview scores are positively correlated with job performance. There remains, however,
Personality Judgment and the Utility of the Unstructured Employment Interview
This study examined 2 different personnel selection interview techniques-the structured and the unstructured employment interview-to determine which method would lead to the most accurate assessment
Structured Interviewing: Raising the Psychometric Properties of the Employment Interview.
A highly structured employment interviewing technique is proposed, which includes the following steps: (1) develop questions based on a job analysis, (2) ask the same questions of each candidate, (3)
The validity of employment interviews: A comprehensive review and meta-analysis.
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. Results
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.
What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance.
TLDR
Results reveal that what you see in the interview may not be what you get on the job and that the unstructured interview is particularly impacted by these self-presentation tactics.
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:
...
1
2
3
4
5
...