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An Empirical Review of the Employment Interview Construct Literature

机译：就业面试建构文献实证研究

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摘要

The purpose of this paper is to summarize available empirical research on the association between employment interview ratings and various construct measures using a theoretical model developed as part of the study. The model posits 3 main sources of construct-related variance in interview ratings: job-related interview content (e.g., job knowledge), interviewee performance (e.g., impression management tactics), and personal/demographic characteristics (e.g., candidate attractiveness). Results suggest some potentially important findings, including that the mean correlation with interview ratings is twice as large for constructs related to interviewee performance as it is for constructs pertaining to job-related interview content. Directions for future construct research are also identified. For instance, despite being central to the interpersonal make-up of the candidates, research regarding the influence of interests, goals, and values on interview ratings is almost nonexistent.
机译：本文的目的是使用作为研究一部分的理论模型来总结有关就业面试等级与各种构造测度之间关系的可用实证研究。该模型在访谈等级中提出了与建构相关的差异的3个主要来源：与工作相关的访谈内容（例如，工作知识），受访者的表现（例如，印象管理策略）以及个人/人口统计特征（例如，候选人吸引力）。结果表明一些潜在的重要发现，包括与受访者表现相关的构想与面试评分的平均相关性是与工作相关的采访内容相关的构想的两倍。还确定了未来构造研究的方向。例如，尽管在候选人的人际组成中居于中心地位，但几乎没有关于兴趣，目标和价值观对面试等级的影响的研究。

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