THE VALIDITY OF EMPLOYMENT INTERVIEWS - A COMPREHENSIVE REVIEW AND METAANALYSIS

This meta-analytic review presents the findings of a project investiga ting the validity of the employment interview. Analyses are based on 2 45 coefficients derived from 86,311 individuals. Results show that int erview validity depends on the content of the interview (situational, job related, or psychological), how the interview is conducted (struct ured vs. unstructured; board vs. individual), and the nature of the cr iterion (job performance, training performance, and tenure; research o r administrative ratings). Situational interviews had higher validity than did job-related interviews, which, in turn, had higher validity t han did psychologically based interviews. Structured interviews were f ound to have higher validity than unstructured interviews. Interviews showed similar validity for job performance and training performance c riteria, but validity for the tenure criteria was lower.