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COMBINING BIODATA TEST AND INTERVIEW INFORMATION: PREDICTING DECISIONS AND PERFORMANCE CRITERIA
Author(s) -
DALESSIO ANTHONY T.,
SILVERHART TODD A.
Publication year - 1994
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.1744-6570.1994.tb01726.x
Subject(s) - interview , psychology , test (biology) , selection (genetic algorithm) , personnel selection , agency (philosophy) , sample (material) , applied psychology , social psychology , actuarial science , statistics , computer science , artificial intelligence , business , paleontology , philosophy , chemistry , mathematics , epistemology , chromatography , political science , law , biology
An important question in real world selection situations is: How do interviewers integrate employment test scores and interview information in making selection decisions? The present study expands on previous research by examining how valid biodata test scores and interview information interact in the prediction of actual interviewer selection decisions and actual job performance criteria for hired candidates. The sample for the study was 577 actual candidates for the position of life insurance sales agent evaluated by insurance agency managers from a single company. The results indicated the presence of interaction effects in predicting both the interviewers' decision and 12‐month survival. The interview information predicted the decision and survival best for candidates with low passing scores on the biodata test and poorest for candidates with high passing scores. The results clarify the conditions under which interview information is most predictive of job performance criteria.