Journal of Business and Psychology

, Volume 16, Issue 1, pp 35–49

The Validity of Unstructured Panel Interviews: More than Meets the Eye?

Authors

  • Robert L. Dipboye
    • Department of Psychology-MS 25Rice University
  • Barbara B. Gaugler
    • Rice University
  • Theodore L. Hayes
    • Rice University
  • Debra Parker
    • Rice University
Article

DOI: 10.1023/A:1007883620663

Cite this article as:
Dipboye, R.L., Gaugler, B.B., Hayes, T.L. et al. Journal of Business and Psychology (2001) 16: 35. doi:10.1023/A:1007883620663

Abstract

When considered at the aggregate level, a weak level of validity was found for unstructured panel interviews in the prediction of the job performance and training success of corrections officers. Aggregate analyses also revealed that panel judgments made a small incremental contribution to the prediction of job performance relative to paper credentials and that the two sources of information were only weakly related. However, considerable variation in simple and incremental validity was found at the level of individual panel members and among subgroups of panels. The findings suggest that aggregate analyses underestimate the validity of the typical unstructured panel interview.

Employment interviewspersonnel selectionvalidationstaffingpanel interviews

Copyright information

© Human Sciences Press, Inc. 2001