Exploring the boundary conditions for interview validity: Meta-analytic validity findings for a new interview type

This study uses meta-analysis of an extensive predictive validity database to explore the boundary conditions for the validity of the structured inter view as presented by McDaniel, Whetzel, Schmidt, and Maurer (1994). The int erview examined here differs from traditional structured interviews in bein g empirically constructed, administered by telephone, and scored later base d on a taped transcript. Despite these and other differences, this nontradi tional employment interview was found to have essentially the same level of criterion-related validity for supervisory ratings of job performance repo rted by McDaniel for other structured employment interviews. These findings suggest that a variety of different approaches to the construction, admini stration, and scoring of structured employment interviews may lead to compa rable levels of validity. We hypothesize that this result obtains because d ifferent types of structured interviews all measure to varying degrees cons tructs with known generalizable validity (e.g., conscientiousness and gener al mental ability). The interview examined here was also found to be a vali d predictor of production records, sales volume, absenteeism, and job tenur e.