The present investigation provides a reanalysis of the employment interview for entry-level jobs that overcomes several limitations of J.E. Hunter and R.F. Hunter's (1984) article. Using a relatively sophisticated multidimensional framework for classifying level of structure, the authors obtained results from a meta-analysis of 114 entry-level interview validity coefficients suggesting that (a) structure is a major moderator of interview validity; (b) interviews, particularly when structured, can reach levels of validity that are comparable to those of mental ability tests; and (c) although validity does increase through much of the range of structure, there is a point at which additional structure yields essentially no incremental validity. Thus, results suggested a ceiling effect for structure. Limitations and directions for future research are discussed.
Abstract