The Dynamics and Validity of the Group Selection Interview

  title={The Dynamics and Validity of the Group Selection Interview},
  author={Timothy Tran and Melinda C. Blackman},
  journal={The Journal of Social Psychology},
  pages={183 - 201}
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… 
The Group Interview Experience as a Tool for Admission to Teacher Education
This study deals with qualitative aspects of group interviews as a tool in selecting students for a teacher education program. It presents findings from insider research on the dynamics of group
Applicant Personality and Procedural Justice Perceptions of Group Selection Interviews
The study demonstrates the importance of previously ignored trait interactions in understanding applicant reactions and shows that perceptions of social and structural justice increased with levels of extraversion among high scorers on neuroticism.
Phoning it in? Examining Pre-Employment Phone Interview Procedure in Higher Education
In the United States, the employment screening process for hiring full-time faculty in higher education involves the vetting of curricula vitae, phone interview(s), and/or campus visits (Cardeiro,
Developing and evaluating the multiple mini interview in student midwife selection
A ‘roll out’ to MMIs is informed across all health care student selection at the University of Surrey as well as being used by Health Education England as a case study example.
An Unconventional Interviewing Process at an Academic Library
Confronted with two faculty vacancies to fill and a desire to minimize burnout among the remaining library staff throughout the search process, the Eccles Health Sciences Library at the University of
Applicant Reactions in Selection: Comprehensive Meta-Analysis into Reaction Generalization Versus Situational Specificity
This paper reports a comprehensive quantitative summary into applicant reactions to popular methods of employee selection. A detailed search of published and unpublished studies resulted in a final
Finding More Like Us: Values and Practices for Hiring in Community Colleges
ABSTRACT This article describes the author's observations related to hiring practices in a new community college undergoing a growth phase. While the goals of a search committee are alike at all
The author presents the results of a review and analysis of thirty-five colleges and universities in the United States that currently offer an Associate’s degree and/or vocational certificate(s) in
Recruiting for values in healthcare: a preliminary review of the evidence
Theoretical implications of the findings imply that prosocial implicit trait policies, which could be measured by selection tools such as SJTs and MMIs, may be linked to individuals’ values via the behaviours individuals consider to be effective in given situations.


The Effects of Interview Structure on Recruiting Outcomes
Two laboratory experiments explored the effects of interview structure on evaluations and perceptions of the interview and organization. In the first experiment, subjects were presented with
Further analysis of employment interview validity: a quantitative evaluation of interviewer-related structuring methods
The purpose of this investigation was to analyze the relationship between four interviewer-related factors and the validity of the employment interview. Using a regression approach to meta-analysis,
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
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
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
Selection Interview: A Review of Validity Evidence, Adverse Impact and Applicant Reactions
This article is focused on the evidence related to the criterion and construct validity of interview, its adverse impact on minority groups and the applicant reactions. Based on the content of the
The Employment Interview via the Telephone: Are We Sacrificing Accurate Personality Judgments for Cost Efficiency?
The goal of the study was to determine whether impoverished personality judgments of job candidates would be yielded by interviewers who conduct telephone interviews in comparison to face-to-face
Prior studies of the simultaneous effects of recruiting practices and job attributes on applicant reactions to the initial employment interview offered consistent support for a job attributes effect,
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 Unstructured Panel Interviews: More than Meets the Eye?
When considered at the aggregate level, a weak level of validity was found for unstructured panel interviews in the prediction of the job performance and training success of corrections officers.