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COMPARISON OF SITUATIONAL AND BEHAVIOR DESCRIPTION INTERVIEW QUESTIONS FOR HIGHER‐LEVEL POSITIONS
Author(s) -
HUFFCUTT ALLEN I.,
WEEKLEY JEFF A.,
WIESNER WILLI H.,
DEGROOT TIMOTHY G.,
JONES CASEY
Publication year - 2001
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.1744-6570.2001.tb00225.x
Subject(s) - situational ethics , psychology , extraversion and introversion , social psychology , trait , officer , matching (statistics) , personality , applied psychology , big five personality traits , statistics , computer science , mathematics , political science , law , programming language
Based on a study of federal investigative agents, Pulakos and Schmitt (1995) hypothesized that situational interviews are less effective for higher‐level positions than behavior description interviews. To evaluate their hypothesis we analyzed data from 2 new structured interview studies. Both of these studies involved higher‐level positions, a military officer and a district manager respectively, and had matching SI and BDI questions written to assess the same job characteristics. Results confirmed that situational interviews are much less predictive of performance in these types of positions. Moreover, results indicated very little correspondence between situational and behavior description questions written to assess the same job characteristic, and a link between BDI ratings and the personality trait Extroversion. Possible reasons for the lower situational interview effectiveness are discussed.