ddi selection ts wp

7/30/2019 Ddi Selection Ts Wp

1/3

whitepaper

To learn more, call your local DDI office or contact:

The Americas....... 412.257.0600 Southeast Asia.... 65.339.5255 France............. 33.1.41.96.86.86 United Kingdom 44.1628.810800Toll-free Canada... 800.668.7971 Australia..............61.2.9466.0300 Germany ......... 49.2159.91680 E-mail [email protected] U.S. ........ 800.933.4463 Greater China ..... 852.2526.1188 New Zealand ... 64.9.377.6742 Web..................www.ddiworld.com

Selection: TheValidity of BehaviorallyBased Interviews

The following bibliography briefly outlines key

technical articles in the literature surrounding the

validity of behaviorally based interviews. The

articles contained in this bibliography describe

interviewing paradigms that are similar in design

to the six components of Targeted Selection,

DDIs behaviorally based selection system, in

many or, in some cases, all facets. Evidence

supporting the superior benefits of behavior-based

interviewing is presented in terms of validity

coefficients. Validity coefficients can range from

0.0 to 1.0 (although values near the high end of the

scale are extremely uncommon). Ratings of job

performance are the most commonly used criteria

for evaluating the validity of different interviewing

methods. This summary clearly demonstrates the

superiority of behavior-based, structured interviews

compared to alternative methods of interviewing.

Each article is briefly summarized; the reader should

access the original sources for a more complete

understanding.

Article summaries

Campion, M.A., Campion, J.E. (1994). Structured

interviewing: A note on incremental validity and

alternative question types. Journal of Applied

Psychology, 79 (6), 998-1002.

A sample of 70 paper mill employees underwent

a structured interview containing both situational

and experience-based questions. The interview

content was based on a formal job analysis. Job

performance data served as the criterion.

Validity of experience-based questions = .51,p < .05.

Validity of situational questions = .39, p < .05.

Janz, T. (1982). Initial comparisons of patterned

behavior-based interviews versus unstructured

interviews. Journal of Applied Psychology,

67 (5), 577-580.

Fifteen teaching assistants (TAs) underwent both

patterned, behavior-based interviews and standard

interviews; interviewers then predicted the student

ratings that TAs would receive. Actual student

ratings of the TAs served as criterion data.

Validity of behavior-based interviews = .54,p < .001.

Validity of standard interviews = .07, ns.


2/3

DEVELOPMENT DIMENSIONS INTERNATIONAL

2

Selection

McDaniel, M.A., Whetzel, D.L., Schmidt,

F.L., & Maurer, S.D. (1994). The validity of

employment interviews: A comprehensive

review and meta-analysis. Journal of Applied

Psychology, 79 (4), 599-616.

Details a meta-analysis of 245 validity coefficients

from more than 86,000 subjects. Results:

Mean corrected validity of structured, job-related interviews = .44 for studies using job

performance as the criterion.

Mean corrected validity of structured, job-related interviews = .34 for studies using

training performance as the criterion.

Mean corrected validity of structured, multi-rater interviews = .38 for studies using job

performance as the criterion.

Motowidlo, S.J., Carter, G.W., Dunnette, M.D.,

Tippins, N., Werner, S., Burnett, J.R., &

Vaughan, M.J. (1992). Studies of the structured

behavioral interview. Journal of AppliedPsychology, 77 (5), 571 - 587.

A series of five psychometric studies designed to

assess the value of structured behavioral interviews

was conducted. Criterion data consist of supervisor

ratings of job performance. Results:

Mean criterion-related validity estimate(uncorrected) = .22 across 500 subjects.

Orpen, C. (1985). Patterned behavior description

interviews versus unstructured interviews: A

comparative validity study. Journal of Applied

Psychology, 70, 774-776.

Sixteen interviewers were randomly selected from

the employee population of a large life insurance

company; each was then randomly assigned to

behavior-based interviewer training or unstructured

interviewer training.

Nineteen sales position applicants were then

interviewed by each type of interviewer;

interviewers then rated the potential success of eachapplicant. Criterion data (supervisor ratings & sales

dollars) were collected after applicants had been in

the position one year (all applicants were hired,

regardless of interviewer ratings). Results:

Validity of behavior-based interview = .48using supervisor ratings as the criterion;

validity = .61 using sales dollars as

the criterion.

Validity of the standard interview = .08 usingsupervisor ratings as the criterion; validity =

.05 using sales dollars as the criterion.

Pulakos, E.D. & Schmitt, N. (1995). Experience-

based and situational interview questions: Studies

of validity. Personnel Psychology, 48, 289 - 308.

A sample of 108 subjects underwent a structured,

situational interview while another 108 subjectsunderwent a structured, experience-based interview.

Supervisory ratings were the criterion. Results:

Validity of experienced-based interview = .32,p < .05.

Validity of situational interview = - .02, ns.


3/3

DEVELOPMENT DIMENSIONS INTERNATIONAL

MKTSEWP01-898.0MA

3

Selection

Development DimensionsInternational, Inc. MCMXCVIII.

All rights reserved.

Wiesner, W. H. & Cronshaw, S. F. (1988). A

meta-analytic investigation of the impact of the

interview format and degree of structure on the

validity of the employment interview. Journal of

Occupational Psychology, 61, 275-290.

A meta-analysis of employment interviews was

conducted to assess the impact of interview

format (individual vs. multiple interviewers) and

interview structure (unstructured vs. structured)

on interview validity. Relevant findings include

the following:

Structured interviews with multipleinterviewers have a mean validity

coefficient of .60, across 7,873 subjects.

Also, a consensus approach to combining

ratings in the multiple interviewer studies

enhanced structured interview validity.

Structured interviews based upon a formaljob analysis yielded a higher mean validity

coefficient (.87) than those structured

interviews that are based upon informal job

analyses (.59) or an undefined job analyticmethod (.56).

Wright, P.M., Lichtenfels, P.A., & Pursell, E.D.

(1989). The structured interview: Additional

studies and a meta-analysis. Journal of

Occupational Psychology, 62, 191-199.

This study involved a meta-analysis of six

previously published and seven previouslyunpublished structured interview validity

studies. Results:

A mean corrected validity coefficientof .35 was obtained for structured inter-

view predictions with supervisor ratings

as criterion measures.

Summary

This bibliography briefly outlines the obvious

benefits to be derived from utilizing behaviorally

based interviewing techniques that stand upon the

results of a formal job analysis in a selection

system. Targeted Selection,

DDIs behaviorally

based selection system, offers all of the benefits

described in the included articles and its success

has been well documented in numerous types of

organizations over the years.

Additional studies containing usefulinformation:

Ghiselli, E.E. (1966). The validity of a personnel

interview. Personnel Psychology, 19, 389 - 394.

Harris, M.M. (1989). Reconsidering the

employment interview: A review of recent

literature and suggestions for future research.

Personnel Psychology, 42, 691-726.

Janz, T. (1989). The patterned behavior

description interview: The best prophet of the

future is the past. In Eder, R.W. & Ferris, G.R.

(Eds.). The employment interview: Theory,

research, and practice. Newbury Park, CA:

Sage. 158-167.

Bibliography prepared by:

DDI Center for Applied Behavioral Research

(DDI-CABER)

ddi selection ts wp

Documents