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EFFECT OF SITUATIONAL INTERVIEWS, CONVENTIONAL STRUCTURED INTERVIEWS, AND TRAINING ON INTERVIEW RATING AGREEMENT: AN EXPERIMENTAL ANALYSIS
Author(s) -
MAURER STEVEN D.,
FAY CHARLES
Publication year - 1988
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1988.tb02388.x
Subject(s) - situational ethics , psychology , interview , applied psychology , reliability (semiconductor) , consistency (knowledge bases) , semi structured interview , social psychology , medical education , qualitative research , computer science , artificial intelligence , social science , power (physics) , medicine , physics , quantum mechanics , sociology , political science , law
The present study examines the degree to which agreement in interviewer ratings may be influenced by training, use of structured conventional interviews, or situational interviews. Results of an experimental study conducted among 42 managers who were experienced as interviewers revealed no training effect on rating agreement, but the impact of the situational format on consistency in assessments of applicant suitability was significant. Implications of these findings for usefulness of situational employment interviews and future research investigating the reliability of situational interview formats are discussed.