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How does coaching interviewees affect the validity of a structured interview?
Author(s) -
Maurer Todd J.,
Solamon Jerry M.,
Lippstreu Michael
Publication year - 2008
Publication title -
journal of organizational behavior
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 3.938
H-Index - 177
eISSN - 1099-1379
pISSN - 0894-3796
DOI - 10.1002/job.512
Subject(s) - coaching , psychology , psychological intervention , applied psychology , sample (material) , content validity , situational ethics , affect (linguistics) , social psychology , reliability (semiconductor) , validity , predictive validity , intervention (counseling) , clinical psychology , psychometrics , psychotherapist , power (physics) , chemistry , physics , communication , chromatography , quantum mechanics , psychiatry
Abstract Coaching interviewees to perform in employment interviews can influence the interview scores. We describe different types of coaching, emphasizing interventions designed to focus interviewees on core, interview‐relevant content and to help them convey the content accurately (as opposed to interventions designed to teach interviewees to manipulate their scores using peripheral means). We then study the effects of the former type of intervention in relation to the criterion‐related validity of a structured employment interview. In a combined sample of 146 public safety job incumbents, a predictive validation study was conducted using scores from a situational panel interview. Predictive validity and reliability was observed to be higher in a sample of coached interviewees compared to a sample of uncoached interviewees. Implications for future research and practice in organizational behavior are discussed. Copyright © 2007 John Wiley & Sons, Ltd.