Predicting Training Success with General Mental Ability, Specific Ability Tests, and (Un)Structured Interviews: A meta-analysis with unique samples

Abstract

Several meta-analyses combine an extensive amount of research concerned with predicting training success. General mental ability is regarded as the best predictor with specific abilities or tests explaining little additional variance. However, only few studies measured all predictors within one sample. Thus, intercorrelations were often estimated based on other studies. Moreover, new methods for correcting range restriction are now available. The present meta-analyses used samples derived from a German company in which applicants for different apprenticeships were tested with an intelligence structure test, specific ability tests as well as a structured and an unstructured interview. Therefore, intercorrelations between different assessment tools did not have to be estimated from other data. Results in the final examination, taking place at least 2 years after the original assessment, served as criterion variable. The dominant role of general mental ability was confirmed. However, specific abilities were identified that can be used as valuable additions. Job complexity moderated some of the relationships. Structured interviews were found to have good incremental validity over and above general mental ability. Unstructured interviews, on the other hand, performed poorly. Practical implications are discussed.

Interaction Effects between Openness and Fluid Intelligence Predicting Scholastic Performance

“…Another explanation could be that within the field of intelligence research, very elaborate models have been developed, including different intelligence facets: verbal, numerical, and figural reasoning abilities [87]. According to Brunswik's lens model [88], symmetry between predictor and criterion could increase correlations (see also [49,89]). Future studies should therefore strive to apply broad measures of Gf in Chinese contexts.…”

“Without the spelling errors I would have shortlisted her…”: The impact of spelling errors on recruiters’ choice during the personnel selection process

“…Thumin () found that a spelling test correlated significantly with performance on course content tests during training. In addition, Ziegler, Dietl, Danay, Vogel, and Bühner's () study concluded that a spelling test can be considered a good predictor of training success with operational validities of .38. The lack of conscientiousness highlighted by recruiters when they read faulty application forms is also a predictor for job performance (Barrick & Mount, ).…”

Discrimination due to Ethnicity and Gender: How susceptible are video‐based job interviews?

“…Prior research has shown that discrimination of female applicants was more likely when hiring for a leading position (Schein et al, ) or for typical male occupations (Frauendorfer & Schmid Mast, ). Moreover, Ziegler, Dietl, Danay, Vogel, and Bühner () were able to show that no gender discrimination occurred in structured and unstructured interviews designed to select German applicants for an apprenticeship. Thus, future research should systematically vary those aspects to replicate the here reported gender fairness.…”