Effects of race on interview ratings in a situational panel interview

Article Abstract:

This study investigated the effects of interviewer race, candidate race, and racial composition of interview panels on interview ratings. Data were collected on 153 police officers applying for promotion. Results confirmed a same-race rating effect (i.e., candidates racially similar to interviews received higher ratings) for Black and White interviewers on racially balanced panels. A majority-race rating effect (i.e., candidates racially similar to the majority race of panel interviews received higher ratings) existed for Black and White interviewers or primarily White panels. Rating patterns of Black and White interviewers on primarily Black panels also suggested a majority-race rating effect. Racial composition of selection interview panels in combination with interviewer and candidate race were proposed as variables affecting candidates' ratings. (Reprinted by permission of the publisher.)

Social aspects, Research, Interview, Police, Police officers, Employment discrimination, Race discrimination, African American police

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Reliability and validity of the situational interview for a sales position

Article Abstract:

The reliability and validity of a situational interview (e.g., Latham, Saari, Pursell, & Campion, 1980) was examined for a sales position. In a pilot study, the interrater reliability of the interview was higher than that typically observed for interviews (r = .84). However, the estimate was probably inflated because the reliability was computed on the same data used in the item analysis phase of interview development. In a predictive validation study, the situational interview was shown to be valid (r = .45) in the prediction of sales productivity. After correcting for attenuation in the criterion, a validity coefficient of .47 was observed. Future research directions with respect to the situational interview are discussed. (Reprinted by permission of the publisher.)

Psychological aspects, Recruiting, Sales personnel, Salespeople

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A field study of race and age similarity effects on interview ratings in conventional and situational interviews

Article Abstract:

We examined the effects of interviewer and interviewee race and age similarity on interview outcomes under two different interview formats: a conventional structured panel interview and a situational panel interview. A total of 2,805 applicants were interviewed. The panels consisted of same-, mixed-, or different-race and same-, mixed-, or different-age groups. Analyses revealed stronger same-race effects with the conventional structured interview than with the situational interview. Furthermore, these same-race effects could be avoided by using mixed-race interview panels. No age similarity effects were detected with either interview procedure. Implications for future research and practice are discussed. (Reprinted by permission of the publisher.)

Influence, Demographic aspects, Race, Age, Age (Biology), Interviewing

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