Lesson 9: Research: Validity and Predictive Power

Lesson 9: Research: Validity and Predictive Power

There is extensive data which puts into question the value of job interviews as a tool for selecting employees. Where the aim of a job interview is ostensibly to choose a candidate who will perform well in the job role, other methods of selection provide greater predictive power and often lower costs. Furthermore, given the unstructured approach of most interviews they often have almost no useful predictive power of employee success. While unstructured interviews are commonly used, structured interviews have yielded much better results and are considered a best practice. Interview structure is defined as the reduction in procedural variance across applicants, which can translate into the degree of discretion that an interviewer is allowed in conducting the interview. Structure in an interview can be compared to a typical paper and pencil test: we would not think it was fair if every test taker was given different questions and a different number of questions on an exam, or if their answers were each graded differently

 

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