Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs.
verifiedrich profile · Journal of Applied Psychology · 1994
Huffcutt, Allen I.; Arthur, Winfred
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
employment interview → task performance
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
employment interview predicts task performance
unstructured employment interviews predicts task performance
In the authors’ words
The article’s own abstract.
The present investigation provides a reanalysis of the employment interview for entry-level jobs that overcomes several limitations of J. E. Hunter and R. F. Hunter's (1984) article. Using a relatively sophisticated multidimensional framework for classifying level of structure, the authors obtained results from a meta-analysis of 114 entry-level interview validity coefficients suggesting that (a) structure is a major moderator of interview validity; (b) interviews, particularly when structured, can reach levels of validity that are comparable to those of mental ability tests; and (c) although validity does increase through much of the range of structure, there is a point at which additional structure yields essentially no incremental validity. Thus, results suggested a ceiling effect for structure. Limitations and directions for future research are discussed
What the literature says about it
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disputes “…more valid predictors of job performance, less susceptible to bias, and more legally defensible than unstructured interviews (Gatewood et al., 2010; Huffcutt & Arthur, 1994), practitioners often maintain a preference for unstructured interviews (Highhouse, 2008; Nolan et al., 2016; Rynes et al.,…”
Ancillary research
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