[Jdm-society] interview and decision making

[Scott Highhouse]

Yossi:
Research suggests the following about traditional employment interviews:

They are unreliable (Conway, Jako, & Goodman, 1995, Journal of 
Applied Psychology)

They do not provide incremental validity over standardized tests of 
intelligence and personality (Cortina et al., 2000, Personnel 
Psychology)

There is no evidence for expertise in interviewing (Pulakos et al., 
1996, Personnel Psychology)

Interviews can be structured to enhance reliability (see Guion & 
Highhouse, 2006, Essentials of Personnel Assessment and Selection)

Robert Dipboye has conducted studies on specific biases related to 
employment interviewing.

Good luck with your research!
Scott


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>Dear colleagues,
>
>It is my assumption that personal interviews may cause more damage 
>in the process of selecting a candidate for a job (and perhaps also 
>a spouse) than their positive contribution to the process. I am 
>looking for articles which report biases related to interviews or to 
>personal appearance in decision making, such as "taller men have a 
>better chance to be elected as the president of the USA", etc.
>
>Thank you,  Yossi Yassour
>
>Prof. Joseph (Yossi) Yassour
>Decision Theory and Business Administration
>Ruppin Academic Center
>Emek Hefer, 40200 Israel
>Tel: 972-9-8983025, home: 972-9-8666036
>e-mail: <mailto:yassour at ruppin.ac.il>yassour at ruppin.ac.il
>web: <http://info.ruppin.ac.il/yassour>http://info.ruppin.ac.il/yassour
>
>
>
>
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-- 


Scott Highhouse, Ph.D.
Professor of Industrial-Organizational Psychology
Bowling Green State University
http://shighho.bgsu.eportfolio.us


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