THE SELECTION INTERVIEW SINCE 1949

The need for research-based tools for personnel selection and assessment in the forensic sciences

The popularity of forensic science television programs has created a hiring challenge for forensic science laboratories. Laboratories receive unprecedented numbers of applicants, yet struggle to identify highly-qualified candidates. Forensic examiners must possess a unique set of knowledge, skills, and abilities (KSAs) plus other characteristics. They must be critical thinkers, detail-oriented, decisive, and self-regulated; be able to communicate clearly and effectively within the laboratory, with customers (typically investigators or attorneys), and in the courtroom; and demonstrate the required core competencies. Currently, no validated instruments, standardized job descriptions, or lists of KSAs exist to aid in forensic science personnel recruitment and assessment, often resulting in high turnover leading to costly new recruitment and training cycles. This article describes how industrial/organizational psychology develops methods and tools to improve workforce selection; describes some tools currently in use in forensic science; and advocates for research and development of better tools for use in forensic science.

The Effect of a Dilemma on the Relationship Between Ability to Identify the Criterion (ATIC) and Scores on a Validated Situational Interview

Four experiments were conducted to determine whether participants' awareness of the performance criterion on which they were being evaluated results in higher scores on a criterion valid situational interview (SI) where each question either contains or does not contain a dilemma. In the first experiment there was no significant difference between those who were or were not informed of the performance criterion that the SI questions predicted. Experiment 2 replicated this finding. In each instance the SI questions in these two experiments contained a dilemma. In a third experiment, participants were randomly assigned to a 2 (knowledge/no knowledge provided of the criterion) X 2 (SI dilemma/no dilemma) design. Knowledge of the criterion increased interview scores only when the questions did not contain a dilemma. The fourth experiment revealed that including a dilemma in a SI question attenuates the ATIC-SI relationship when participants must identify rather than be informed of the performance criterion that the SI has been developed to assess.

Identification of Variables Most Influential in Determining Interviewers' Evaluations of Applicants in a College Placement Center

170 applicants being interviewed by representatives of 17 different industrial and academic agencies participated. Interviewers evaluated applicants on three dimensions: over-all general impression, personal liking, and chances of further consideration. Information about the applicants was obtained from their application forms and used to predict the interviewers' evaluations. Stepwise multiple regression indicated that the best combination of predictors across all three evaluations were undergraduate grade point average, membership in a fraternity or sorority, and membership in professional societies. Slight differences were found between industrial and academic interviewers in that the former were more influenced by honors received and membership in a fraternity or sorority, while the latter were more influenced by membership in professional societies and undergraduate grade point average. Relevance of findings to previous research on interviewing is discussed.

Validity of Interview for Selecting Students for Postgraduate Training in Clinical Psychology

Validity of the interview procedure for selection of students for training in clinical psychology was assessed by comparing the careers and progress of those selected with those rejected at various stages of the selection process. No significant differences emerged. It was also possible to compare careers and progress of students accepted for training on the basis of interview and those accepted prior to or without interview. Again, there were no significant differences. However, when recent students admitted with or without interview were rated on clinical skills and likely future success as clinicians, the interviewed group showed significant advantage. The results are discussed in terms of the cost effectiveness of the interview procedures employed.

Influence of Varying Sources of Information on Judgments of Interviews

Ratings of 17 role-played interviews were made by separate raters on 17 dimensions by 17 Es serving in turn as interviewer, observer with application form, observer without application form, listener to a tape with application form, listener to a tape without an application form, and rater of application form alone. There were differences in means and correlations among the conditions ( p < .05) and a differential reliance on the application blank when interviewee was observed or not observed.

Influence of Information about Ability and Non-Ability on Personnel Selection Decisions

The influences on simulated personnel selection decisions of a job applicant's intellectual ability and the degree to which his opinions agreed with those of an evaluator were investigated in a factorial experiment using 78 undergraduates. Both variables significantly ( p < .01) influenced recommendations to hire or not hire the applicant. The results were discussed with respect to the influence of valid and invalid job-success predictors on selection decisions.

Reliability of a Novel Format for the Selection Interview

Since the evidence has shown that the usual selection interview is unreliable, an alternate strategy was developed called the Q by Q Interview. The Q by Q format requires the interviewer to make a series of selection decisions instead of the usual procedure of waiting until the end of the interview to make a global rating. In 3 selection problems the Q by Q Interview resulted in high interrater reliability and in 3 other selection situations, reliability was low. An analysis of the raters' decision making indicated that when applicant responses were similar, there was range restriction which produced spuriously low reliability coefficients.

Effects of Expected Job Characteristics and Interview Factors on Organizational Choice

Rankings of organizational preference and ratings of various job and interview factors were made by 28 freshmen. Best-liked jobs were perceived as providing greater opportunities for personal need satisfaction, and their interviews were generally rated more favorably. The relevance of the results for the recruiting of qualified, satisfied workers is discussed.

Reliability of Interview in Selecting Students for Postgraduate Study in Clinical Psychology

Reliability of screening for selection for postgraduate training in clinical psychology was assessed by correlating ratings by four readers of the application papers. Correlations for the 128 applicants were reasonably high. Reliability of the interview procedure used with 29 of the shortlisted applicants was assessed by correlating ratings from four interviewers who worked in pairs. Those who interviewed together correlated significantly but other correlations were disappointingly low. It was shown also that the selection of preferred candidates from the total interviewed did not differ from chance. The results are discussed in terms of the quality of the candidates applying for training and of the reliability and validity of the selection procedure.

Use of Behavioral-Consistency in Selection of Graduate Students in Applied Child Psychology

This study examined the validity of three selection indices (previous academic grade, personal suitability, and simulated work sample) for predicting the clinical competence of 27 students in applied child psychology. Only the simulated work sample correlated significantly with the major criterion variable, although two of the predictors, previous academic grade and simulated work sample, correlated significantly with the second criterion variable, academic performance in a course. Results may support the usefulness of a behavioral-consistency approach to selection.

Selection of chairs of primary care trusts: evidence of reliability and validity

PURPOSE

This paper aims to examine empirical evidence of the criterion, construct, and face validity of two processes commonly used in selection--selection interviews and assessment centres (ACs) - in the selection of chairs of primary care trusts.

DESIGN/METHODOLOGY/APPROACH

A critical review of the literature and an empirical investigation are undertaken.

FINDINGS

Evidence is presented of the reliability and the predictive, construct, and face validity of using a combination of selection interviews and AC methodology in appointments to public office. In the light of the evidence of the potential benefits of using more than one approach, it is suggested that a combination of AC methodology and panel interviews be used in making public sector appointments.

PRACTICAL IMPLICATIONS

The evidence presented supports the decision of the Appointment Commission to use AC methodology in the selection for positions in public office, and points to ways in which the process could be improved.

ORIGINALITY/VALUE

The paper provides empirical evidence of the reliability and validity of two methodologies used in selection to posts.

The Dynamics and Validity of the Group Selection Interview

The authors examined the validity of the group interview, in which several applicants are interviewed simultaneously, vs. the traditional 1-on-1 selection interview. The authors also investigated perceptions of fairness for each interview format and whether the order in which the applicant was asked to respond in the group interview affected the quality of his or her response. Participants were 91 undergraduates who participated in 1-on-1 or group interviews for a scholarship award. The present results supported the hypothesis that interviewers in the 1-on-1 format were significantly better at predicting the applicants' academic potential. Also, in the group interviews, the order in which the applicants were asked to respond affected the quality of their responses significantly.

Comparing the validity and utility of behavior description interview versus assessment center ratings

This research investigated the relationship between job performance ratings for 39 Israeli medical unit managers and two types of performance predictor: ratings from behavior description (BD) interviews and ratings from an assessment center. The BD validity 0.53 compared favorably with the 0.62 obtained by the assessment center. Utility analyses that table the financial return for investing in the more expensive assessment process under different levels of tenure, number of new hires, and selection ratio, reveal the conditions under which assessment centers pay off best.

Identification and meta-analytic assessment of psychological constructs measured in employment interviews

There has been a growing interest in understanding what constructs are assessed in the employment interview and the properties of those assessments. To address these issues, the authors developed a comprehensive taxonomy of 7 types of constructs that the interview could assess. Analysis of 338 ratings from 47 actual interview studies indicated that basic personality and applied social skills were the most frequently rated constructs in this taxonomy, followed by mental capability and job knowledge and skills. Further analysis suggested that high- and low-structure interviews tend to focus on different constructs. Taking both frequency and validity results into consideration, the findings suggest that at least part of the reason why structured interviews tend to have higher validity is because they focus more on constructs that have a stronger relationship with job performance. Limitations and directions for future research are discussed.

Organising the introduction of, and evaluating interviewing in, an admissions system

This paper describes the admissions process, especially the organisation of an interviewing system. The method of application to Dental School is discussed and basic selection processes outlined. The introduction of a new interviewing system is explained and criteria for interview selection and marking defined. All interviewers received regular training; the content of training days is described together with the experience of those involved. Changes made to the interview marking system after 1 year are discussed. Criteria marked at interview were monitored against students' success in year 1 and 2 examinations. Results show that students who performed highly at interview for leadership were more likely to succeed in semester 2 of the course and in year 1 examinations overall.

Financial efficacy of clinical assessment: rational guidelines and issues for future research

Whereas the financial efficacy of assessment has been well documented in industrial/organizational settings, there is no comparable literature within the field of clinical assessment. This has become a significant issue due to the increasing cost-consciousness of managed health care organizations. A rational means of increasing the financial efficacy of assessment is outlined, which includes the following: (a) focus on domains most relevant to treatment planning and outcome; (b) use formal assessment for risk management; (c) target problems most likely to result in cost savings (i.e., dissociation, somatization, panic); (d) increase the use of computer-assisted assessment; (e) use time-efficient instruments; (f) more closely link assessment, feedback, and therapy; and (g) integrate treatment planning, monitoring progress, and evaluating outcome. Issues and strategies for developing a research program include clearly defining what should be considered a cost, enumerating possible outcome variables, optimal follow-up time frame, selection of instruments, and the function of assessment.

Employment selection in health care: the case for structured interviewing

The literature related to selection interviewing dates, at least, to 1915. The focus of that literature and the conclusions represented by the various authors assumed that the employment selection interview had limited validity or predictive value until the late 1980s. Papers appearing since contradict those conclusions. This article proposes that the selection interview can be a valid portion of the hiring process to the degree that each is highly structured.