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 correla ted with job performance. There remains, however, a question of incremental , validity: To what extent do interviews predict above and beyond cognitive ability and Conscientiousness? This question was addressed in this paper b y (a) conducting meta-analyses of the relationships among cognitive ability , Conscientiousness, and interviews, (b) combining: these results with pred ictive validity results from previous meta-analyses to form a "meta-correla tion matrix" representing the relationships among cognitive ability, Consci entiousness, interviews, and job performance, and (c) performing 9 hierarch ical regressions to examine the incremental validity of 3 levels of structu red interviews in best, actual, and worst case scenarios far prediction. Re sults suggested that interview scores contribute to the prediction of job p erformance over and above cognitive ability and Conscientiousness to the ex tent that they are structured, with scores from highly structured interview s contributing substantially to prediction. Directions for future research are discussed.