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Further analysis of employment interview validity: a quantitative evaluation of interviewer-related structuring methods

Article Abstract:

The validity of the employment interview was analyzed in the context of four interviewer-related factors. Using regression analysis to examine 120 interview studies covering a sample size of 18,158, it was shown that the provision of training to interviewers could improve interview validity. It was also demonstrated that using one interviewer for all applicants improved interview validity while using a panel of interviews decreased it. The final interviewer factor, the taking of notes during an interview, was found to have little effect on validity.

Author: Woehr, David J., Huffcutt, Allen I.
Publisher: John Wiley & Sons, Inc.
Publication Name: Journal of Organizational Behavior
Subject: Social sciences
ISSN: 0894-3796
Year: 1999
Interviewing Techniques, Employment interviewing, Employee selection

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Performance dimension accessibility: implications for rating accuracy

Article Abstract:

A study to evaluate a judgement model that posits that judgements are influenced by a set of criteria that is either global or specific was conducted. If criteria for judgement is available before a presentation, these criteria will be used. If not, then judgement is based on global criteria. The sample consisted of 231 undergraduate psychology students. Results support the hypothesis that there will be increases accuracy in judgements if criteria is available before decision making.

Author: Woehr, David J.
Publisher: John Wiley & Sons, Inc.
Publication Name: Journal of Organizational Behavior
Subject: Social sciences
ISSN: 0894-3796
Year: 1992
Psychological aspects, Human information processing, Judgments, Judgments (Law)

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A four-year validation study of an assessment center in a financial corporation

Article Abstract:

Results of a four-year study of assessment-center ratings formulated by psychologists and high-level managers validated the ratings' long-term accuracy. Investigators found little difference in the validity of the psychologists' and the managers' assessments. The Overall Assessment Ratings predicted potential for upper management more accurately than they predicted performance effectiveness.

Author: Ronen, Simcha, Tziner, Aharon, Hacohen, Dafna
Publisher: John Wiley & Sons, Inc.
Publication Name: Journal of Organizational Behavior
Subject: Social sciences
ISSN: 0894-3796
Year: 1993
Success, Management development programs

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Subjects list: Research, Employee performance appraisals, Performance appraisals
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