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8 Cards in this Set
- Front
- Back
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Dipboye et al. (2012) |
validity of structured interview is higher than unstructured interview validity interviews serve multiple purposes (recruitment, convey information, show interest) most frequently used selecttion method |
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Barrick et al. |
(2012)stuctured interview validity = .31 unstructured interview validity=.23 |
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Judge et al. |
(2000)validity of structured interview is small after controlling for cognitive ability since they are related |
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Pulakos et al. |
(1996)interviews play huge role in determining validity since can range from -.10 to .65 |
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Ployhart et al. |
(2006)biodata is one of the best selection devices for performance, even predicting beyond GMA and Big5 |
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McDaniel et al. |
(2007)SJTs have good predictive validity for job performance, but SJTs measure more than one construct since typically related to cog. ability and personality |
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Schmidt & Hunter |
(1998) biodatameasures yield validities ranging from .30 to .35 when used to predict job andtraining success |
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Christenson et al. |
(2010) video-basedSJTs (high stimulus/low response fidelity) exhibited a validity coefficient of0.47 |
