Interviewer predictions of applicant qualifications and interviewer validity: aggregate and individual analyses

Area of Science:

• Organizational Psychology
• Human Resource Management
• Recruitment and Selection

Background:

• Line managers' hiring decisions are crucial for organizational success.
• Interview impressions often heavily influence selection outcomes.
• The predictive validity of interview cues versus resume credentials requires further investigation.

Purpose of the Study:

• To examine the impact of interviewee cues on hiring decisions.
• To assess the predictability of job performance and attitudes from interview impressions.
• To explore individual differences in how managers use interview information.

Main Methods:

• Regression analyses were used to analyze data from 186 nursing applicants and 3 nursing directors.
• Interview impressions and resume credentials were compared as predictors of hiring recommendations.
• The study examined the relationship between interview impressions and subsequent employee job attitudes and performance.

Main Results:

• Nursing directors' interview impressions were stronger predictors of hiring recommendations than resume credentials.
• Interview impressions significantly predicted both employee job attitudes and performance.
• Individual managers exhibited variability in decision-making criteria and the predictive validity of their impressions.

Conclusions:

• Interview cues play a significant role in hiring decisions, often outweighing objective qualifications.
• Managerial interview impressions are valuable for predicting employee outcomes, with implications for training.
• Future research should address individual differences in interview assessment and its differential validity.