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Is a .51 Validity Coefficient Good? Value Sensitivity for Interview Validity

Scott HighhouseMargaret E. BrooksSami NesnidolStacy Sim

出版	SSRN, 2018
URL	http://books.google.com.hk/books?id=0ZbizwEACAAJ&hl=&source=gbs_api

註釋

Human-resource professionals (n)=)201) were presented with meta-analytic validity coefficients associated with unstructured and structured employment interviews. When presented alone, the unstructured interview received a higher effectiveness rating--despite having a smaller validity coefficient--than the structured interview received (d)=)-.30). When presented together, however, the structured interview was strongly favored (d)=).61). The inclusion of the endpoints of the range of operational validities for all selection methods made the presentation-mode by interview-structure interaction disappear.