Validating the interview selection process Nepal xxx
They found that validity was the highest when: These findings are logical.If the interview is specifically designed to examine job-related competencies in an organised and methodical way then there is a better chance that it will predict future performance than if it is conducted in a haphazard fashion.The issue of incremental validity is perhaps less important for selection interviews than it is for other methods of assessment.Given that an interview forms the bulk of many selection processes, the fact that it captures data on individual differences that are also captured by other selection methods is perhaps desirable.
Want to Learn About Biddle's Test Validation and Analysis Program (TVAP)?
There is also evidence that interview performance is related to performance on more elaborate and complex selection methods such as assessment centres (Dayan, Fox & Kasten, 2008).
Therefore, typical selection interviews tend to have broad construct validity: this is perhaps re-assuring as they tend to dominate many selection procedures.
When one delves deeper into the impact of the design and execution of interviews on validity coefficients a number of important findings emerge.
In one of the most substantial meta-analyses of interviews Mc Daniel, Whetzel, Schmidt, and Maurer, (1994) reviewed 245 different validity coefficients from studies of interviews.