ABSTRACT
In this chapter, we review the employment interview, the single most widely used selection method (other than perhaps application blanks). We begin with a discussion of what constitutes an interview, with a particular focus on the medium. Then we discuss the issue of what constitutes structure, and the general relationship between level of structure and validity. Following that, we talk about the two most popular structured formats, the situational interview and the behavior description interview, and how their validity compares to that of the typical unstructured interview. Then we address the important issue of incremental validity, specifically whether structured interviews can be combined with other tests to increase overall validity. Following the discussion of incremental validity, we look at moderators of structured interview validity and subgroup differences. Finally, we present step-by-step information on how to create a structured interview.
