外文原文
THE SELECTION INTERVIEW
The interview has long been acknowledged as the most frequently used selection device. A reasonable case can also be made that it is the most important device in many selection decisions because it is given the most weight. It is also a fairly time-consuming and expensive selection tool, as a survey of members of the society of Human Resource Managers indicates. For example, based on data from this survey, we estimate that the equivalent of two days of staff time are spent on interviews for each open position.
Partially because of its widespread use and cost, selection researchers have studied the interview for almost 80 years. Until recently, their studies generally produce negative conclusions regarding its reliability, validity, and usefulness in selection. Further, these studies determined that the low reliability and validity were due to combination of an applicant. This research prompted other work, which developed corrections for these deficiencies. These research prompted other work, which developed corrections for these deficiencies. These corrections, in turn, were frequently incorporated into the design of the selection interview. As a result, the most recent examinations of this selection instrument have been quite positive. As we will discuss later in this chapter, specific types of interview questions have led to significant validity coefficients. Also validity generalization studies have produced strong evidence of the validity of selection interviews. So, it is accurate to conclude that designed appropriately and used correctly, the interview is good! Michael Harris pointed this out in his review of the interview when he concluded that the corrected coefficients from validation studies of the interview are comparable to similar coefficients produced for cognitive ability tests and assessment centers have long been recommended for selection.
In this chapter we summarize what is currently known about the selection interview by stressing the results of empirical research studies. We also discuss procedures that have been demonstrated through this research to improve the interview. We hope to provide sufficient information so you will be able to design and implement this important selection device. If you wish more information, we recommend two books: Robert Dipboye’s Selection Interviews: Process Perspectives and Robert Eder and Michael Harris’s The Employment Interview Handbook.
