Why are structured interviews so rarely used in personnel selection?

No abstract is available for this paper.

• Publication year

  2002

• Venue

  Journal of Applied Psychology

• Publication date

  Unknown publication date

• Fields of study

  Medicine, Business, Psychology

• Identifiers
  DOI 10.1037//0021-9010.87.1.176PMID 11916211
• External record

  Open on Semantic Scholar

• Source metadata

  Semantic Scholar, PubMed

• No claims are published for this paper.

• No concepts are published for this paper.

• A REVIEW OF STRUCTURE IN THE SELECTION INTERVIEW

  1997influential reference
• Why Some Potentially Effective Staffing Practices are Seldom Used

  1997influential reference
• Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs.

  1994cited by this paper
• The validity of employment interviews: A comprehensive review and meta-analysis.

  1994cited by this paper
• Perceived practicality of unstructured, patterned, and situational interviews.

  1993cited by this paper
• Social validity of selection situations: A concept and some empirical results.

  1993cited by this paper
• THE ACCEPTANCE OF HUMAN RESOURCE INNOVATION BY MULTIPLE CONSTITUENCIES

  1989cited by this paper
• Irrelevance, Intransigence, and Business Professors

  1989cited by this paper
• RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH

  1989cited by this paper
• A meta‐analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview*

  1988cited by this paper
• ORGANIZATIONAL RECRUITMENT ACTIVITIES AND APPLICANTs' REACTIONS AT DIFFERENT STAGES OF THE RECRUITMENT PROCESS

  1987cited by this paper
• Applied multiple regression/correlation analysis for the behavioral sciences

  1979cited by this paper
• Belief, Attitude, Intention, and Behavior: An Introduction to Theory and Research

  1977cited by this paper

• InterPilot: Exploring the Design Space of AI-assisted Job Interview Support for HR Professionals

  2026cites this paper
• Investigating how information shapes the intended use of personality inventories in personnel selection: a pre-registered test of the theory of planned behavior’s causal pathways

  2025cites this paper
• Exploring the Theory of Employee Planned Behavior: Job Satisfaction as a Key to Organizational Performance

  2024cites this paper
• Encouraging self-blinding in hiring

  2023cites this paper
• Hiring, Algorithms, and Choice: Why Interviews Still Matter

  2023cites this paper
• Applying the Theory of Planned Behavior to Understand Workers’ Production of Safe Food

  2023cites this paper
• The illusion of validity: how effort inflates the perceived validity of interview questions

  2022cites this paper
• Misplaced Intuitions in Interventions to Reduce Attractiveness-Based Discrimination

  2022influential citation
• Personnel Assessment and Personnel Assessment and Decisions Decisions

  2022cites this paper
• Defining employee pro-environmental, social and governance behaviors

  2022cites this paper
• Predictive Validity of Interviewer Post-interview Notes on Candidates’ Job Outcomes: Evidence Using Text Data From a Leading Chinese IT Company

  2021cites this paper
• Psychological assessment in human resource management: discrepancies between theory and practice and two examples of integration

  2020cites this paper
• Implementing evidence-based assessment and selection in organizations: A review and an agenda for future research

  2020cites this paper
• Who Is Conducting "Better" Employment Interviews? Antecedents of Structured Interview Components Use

  2019influential citation
• Stubborn Reliance on Intuition and Subjectivity in Employee Selection

  2019cites this paper
• Unstructured interviews: are they really all that bad?

  2019cites this paper
• The Use of Personality Testing in Personnel Selection

  2019cites this paper
• PERSONNEL SELECTION BASED ON THE SELF-CONFIDENCE LEVEL OF THE DECISION MAKER: A FUZZY APPROACH

  2019cites this paper
• A Configurational Perspective on the Theory of Planned Behaviour to Understand Employees' Change‐Supportive Intentions

  2018cites this paper
• An Analysis Of Rater Error In Recruitment And Selection Process Of IT Organizations

  2018cites this paper
• Is there structure in the selection interview? Evidence from hotels in Switzerland

  2018influential citation
• Change-Supportive Intentions in Complex Organizational Change Projects: Application and Extension of the Theory of Planned Behavior

  2018cites this paper
• To take or not to take the risk? Toward a greater understanding of employees' cognitive decision process in change-oriented organizational citizenship behavior

  2018cites this paper
• Don’t know, don’t care: An exploration of evidence based knowledge and practice in human resource management

  2017cites this paper
• Selecting for extroversion but rewarding for conscientiousness

  2017cites this paper
• Tools for fairness: Increased structure in the selection process reduces discrimination

  2017cites this paper
• Motivation related to work: A century of progress.

  2017cites this paper
• Toward an explanation of HR professionals' intuition-based hiring in a decision-making context

  2017cites this paper
• Qualität in der Personalberatung am Beispiel von Instrumenten der Personalauswahl

  2017cites this paper
• Anwendung der Personalauswahlverfahren im internationalen Vergleich

  2017cites this paper
• Les livres de conseils : un moyen de réduire l’incertitude des candidats liée à l’entretien de sélection

  2017cites this paper
• Interviewverfahren und biografischer Fragebogen

  2017cites this paper
• How does the job applicants' ethnicity affect the selection process? : Norms, Preferred competencies and expected fit

  2017cites this paper
• How does interview style affect applicants´ perception of fairness of the job interview?

  2017cites this paper
• A Test of the Theory of Planned Behavior: Influencing Behavioral Change to Go Green

  2017cites this paper
• The four stages of the employment interview: Helping interviewers put two and two together

  2016cites this paper
• Social Media in Employee-Selection-Related Decisions

  2016cites this paper
• Interviewing practices in California restaurants: Perspectives of restaurant managers and student job applicants

  2016cites this paper
• Overconfidence in personnel selection: When and why unstructured interview information can hurt hiring decisions

  2016cites this paper
• Running head: EFFECTS OF PERSONALITY ON HIRING AND JOB PERFORMANCE 1 Selecting for Extroversion but Rewarding for Conscientiousness

  2016cites this paper
• Using Icon Array as a Visual Aid for Communicating Validity Information

  2016cites this paper
• Assessing Employees’ Reactions to Organizational Change

  2016cites this paper
• Implicit Beliefs About the Stability of Work Ethic: Relation With Attitudes About Conscientiousness Tests

  2016cites this paper
• Networking, Corruption, and Subversion

  2015cites this paper
• Structure Interviews to Recruit and Hire the Best People

  2015cites this paper
• Line manager implementation perceptions as a mediator of relations between high-performance work practices and employee outcomes.

  2015cites this paper
• Situational interview method as a predictor of strategic thinking: a theoretical framework

  2015cites this paper
• Interviewing Skills in Financial Services: A Pathway to Improvement

  2015cites this paper
• Recruitment and Selection in Organizations

  2015cites this paper
• Conceptual design and development model of assistive courseware for young low vision learners (AC4LV)

  2015cites this paper
• Storytelling in the Selection Interview? How Applicants Respond to Past Behavior Questions

  2014cites this paper
• ORGANISATSIOONILISE PÜHENDUMISE ARVESSEVÕTMINE PERSONALI VALIKUL

  2014cites this paper
• The social validity of a national assessment centre for selection into general practice training

  2014cites this paper
• Developing an Ontario Maple Syrup Sector Profile: A Value Chain Analysis

  2014cites this paper
• Need for Autonomy and Resistance to Standardized Employee Selection Practices

  2014cites this paper
• The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature

  2014cites this paper
• Recruitment and selection in organizations Working paper

  2014cites this paper
• THE ANCHORING AND ADJUSTMENT HEURISTIC IN UNSTRUCTURED INTERVIEWS: AN EXPERIMENTAL STUDY

  2014cites this paper
• Selection interviews: Role of interviewer warmth, interview structure, and interview outcome in applicants’ perceptions of organizations.

  2013cites this paper
• “Don't Stigmatize”: The Ironic Effects of Equal Opportunity Guidelines in Interviews

  2013cites this paper
• Employee selection : Mechanisms behind practitioners’ preference for hiring practices

  2013cites this paper
• Rethinking the Validity of Interviews for Employment Decision Making: Implications of Recent Developments in Meta-Analysis

  2013cites this paper
• A theory‐driven investigation of prospective applicants' intentions to submit video résumés

  2013cites this paper
• The road to performance ratings is paved with intentions

  2013cites this paper
• Current hiring practices in the restaurant industry: An example of California restaurants

  2013cites this paper
• Teaching and Learning Using Evidence-Based Principles

  2012cites this paper
• Interviewing Practices of Principals and the Role that Biases May Have on the Hiring Process

  2012cites this paper
• Company Norms Affect Which Traits are Preferred in Job Candidates and May Cause Employment Discrimination

  2012cites this paper
• The Role of Joint Versus Separate Evaluation in Selection Procedure Decisions

  2012cites this paper
• Understanding the Academic–Practitioner Gap for Structured Interviews: ‘Behavioral’ Interviews Diffuse, ‘Structured’ Interviews Do Not

  2012cites this paper
• An examination of job applicant favorability

  2011cites this paper
• What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance.

  2009cites this paper
• Psychosocial Predictors of Intentions to Engage in Change Supportive Behaviors in an Organizational Context

  2009cites this paper
• A Comparison of Elementary, Middle, and High School Principals Teacher Selection Practices

  2009cites this paper
• Updating the attitudes toward computer usage scale using American undergraduate students

  2009cites this paper
• a political and power game When the inferior candidate is offered the job: The selection interview as

  2009cites this paper
• Technology Acceptance and Organizational Change: An Integration of Theory

  2009cites this paper
• The employment interview: A review of current studies and directions for future research

  2009cites this paper
• Utilizing the Theory of Planned Behavior to Inform Change Management

  2008cites this paper
• Stubborn Reliance on Intuition and Subjectivity in Employee Selection

  2008cites this paper
• Commitment, control, and the use of competency management

  2008cites this paper
• The influences of interviewer-related and situational factors on interviewer reactions to high structured job interviews

  2008influential citation
• An Investigation of Employee Intentions to Support Organizational Change an Investigation of Employee Intentions to Support Organizational Change

  2008cites this paper
• A Two-Factor Assessment of the Beliefs That Influence Attitudes Toward Privatization

  2008cites this paper
• Going With Your Gut: An Investigation of Why Managers Prefer Intuitive Employee Selection

  2008cites this paper
• Structured or Unstructured Personnel Interviews?

  2008cites this paper
• The Competency Concept Revealed : Its Nature, Relevance, and Practice

  2008cites this paper
• Abusive supervision and subordinates' organization deviance.

  2008cites this paper
• Factors Related to the Counterproductive Use of Computers

  2007cites this paper
• Assessing fit in the interview: How candidates consider content and context cues to Person Organization Fit

  2007cites this paper
• Investigating personnel selection from a counseling perspective: Do applicants' and recruiters' perceptions correspond?

  2007cites this paper
• De inzetbaarheid van de oudere werknemer in de zorg: De theorie van gepland gedrag en de intentie te blijven werken.

  2007cites this paper
• Competency Management: Balancing Between Commitment and Control **

  2006cites this paper
• Motivated Reasoning: A Framework for Understanding Hiring Managers' Intentions to Use Personnel Selection Instruments

  2006cites this paper
• Examination of Ability-based Emotional Intelligence in the Structured Employment Interview

  2006cites this paper
• Beliefs underlying employee readiness to support a building relocation: A theory of planned behavior perspective

  2005cites this paper
• The importance of traits and abilities in supervisors' hirability decisions as a function of method of assessment

  2005cites this paper
• When the inferior candidate is offered the job: The selection interview as a political and power game

  2005cites this paper
• An empirical investigation of interviewer-related factors that discourage the use of high structure interviews

  2004cites this paper
• The connection between qualities of effective teachers and selection interviews : the development of a teacher selection interview protocol

  2004cites this paper