The reliability of the interview method in an officer candidate evaluation program.

Newman, Sidney H.; Bobbitt, Joseph M.; Cameron, Dale C.

doi:10.1037/h0059640

Cited by 25 publications

(12 citation statements)

References 10 publications

(8 reference statements)

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“…In the 1940s, wartime made large military samples available and allowed numerous tests of reliability and validity to be conducted. Two different studies, one done by Dunlap and Wantman (1947) and another by Newman et al (1947), dealt with interviewers' attempts to predict the success of World War II enlistees in flight school. In the first study, a board of interviewers was asked to study applicants' Personal History Inventories, which included information about their work, health, and personal history, and then to interview the applicants.…”

Section: Attempts To Measure and Improve Reliability And Validitymentioning

confidence: 99%

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A brief history of the selection interview: may the next 100 years be more fruitful

Buckley

Norris

Wiese

2000

Journal of Management History

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Over the past 100 years, the interview has received much attention. It is generally agreed that the interview is modest in terms of reliability or validity. In spite of this, it will continue to be used as a selection tool. Research has shown that structured interviews are more reliable than unstructured interviews. It has also been suggested that group interviews and extensive interviewer training modestly improve interview validity. Little theoretical development has occurred since these ideas were presented in the 1940s. At the risk of denigrating research contributions on the interview process, the past 20 years of interview research have lacked substantial theoretical contributions and the creativity necessary to make the interview perform the function it is designed to perform – identify the best person for the job.

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Section: Attempts To Measure and Improve Reliability And Validitymentioning

confidence: 99%

“…In this case, the interview was not a good predictor of success. Newman et al (1947) found that``quantitative interview ratings may be obtained with reliabilities as high as those of personality tests . .…”

Section: Attempts To Measure and Improve Reliability And Validitymentioning

confidence: 99%

A brief history of the selection interview: may the next 100 years be more fruitful

Buckley

Norris

Wiese

2000

Journal of Management History

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“…All we are able to say is that, for some reason, they did appear to work well. The same limitation occurs in studies investigating the value of interviews in predicting the success of teachers (Shaw, 1952), armed service personnel (Newman, Bobbitt, & Cameron, 1946;Flanagan, 1947), and students (Moss, 1931;Sarbin, 1942;Putney, 1947).…”

Section: Lack Of Comparability Between Studiesmentioning

confidence: 99%

THE SELECTION INTERVIEW— A RE‐EVALUATION OF PUBLISHED RESEARCH¹

Mayfield¹

1964

Personnel Psychology

199

116

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OVER the last few years, the selection interview has been subjected to a great deal of criticism. Most of this criticism has stressed a general lack of evidence concerning the interview's reliability and validity. The present paper, while agreeing for the most part with prior criticism, attempts to take three further steps. First, the present limited knowledge is explained in terms of (a) a lack of comparability between studies and (b) an overdependence on research results from other areas. Second, in spite of these shortcomings, there are numerous research findings which have received support from more than one study. These findings are summarized and discussed. Finally, a starting point for basic research on the selection interview which may lead to more profitable research in the future is presented. 239

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“…These authors also studied the efficiency of a score obtained by an (unweighted) addition of the interview and test results, a procedure which added another 2 to 3 per cent to the hits. It is worth mentioning that this study, which seems to give a slight edge to the clinician, utilized apparently very skilled interviewers whose judgments were of extremely high reliability (78). Davis (35,p.…”

Section: Men Womenmentioning

confidence: 99%

Clinical versus Statistical Prediction: A Theoretical Analysis and a Review of the Evidence

McNemar¹,

Meehl²

1955

The American Journal of Psychology

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I AM pleased to see this reprinting of my book, first published in 1954 by the University of Minnesota Press as a special consideration for the then Chair of the Psychology Department after the manuscript had been rejected by several publishers who thought it would not sell. When the book went out of print some years ago, it had gone through seven printings and sold 13,200 copies. This little book made me famous-in some quarters, infamous-overnight; but while almost all of the numerous prizes and awards that my profession has seen fit to bestow upon me mention this among my contributions, the practicing profession and a large segment-perhaps the majority-of academic clinicians either ignore it entirely or attempt to ward off its arguments, analyses, or empirical facts. Thus I am in the unusual position of being socially reinforced for writing something that hardly anybody believes! I have elsewhere tried to explain this resistance to the facts (Meehl, 1986) and have discussed the many objections that have been raised (Grove and Meehl, 1996). One remarkable phenomenon following the publication of this book was the attribution to me of views and positions which I did not hold and that were in no way implied by what I had said. For example, many psychologists have claimed, formally or informally, that I think "objective psychological tests predict better than clinical interviews." How could anybody misread the text to that extent? I took great pains to make clear (pp. 15-18) the distinction between kind of data and mode of combination, pointing out that all combinations of these two factors are

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The reliability of the interview method in an officer candidate evaluation program.

Cited by 25 publications

References 10 publications

A brief history of the selection interview: may the next 100 years be more fruitful

A brief history of the selection interview: may the next 100 years be more fruitful

THE SELECTION INTERVIEW— A RE‐EVALUATION OF PUBLISHED RESEARCH¹

Clinical versus Statistical Prediction: A Theoretical Analysis and a Review of the Evidence

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The reliability of the interview method in an officer candidate evaluation program.

Cited by 25 publications

References 10 publications

A brief history of the selection interview: may the next 100 years be more fruitful

A brief history of the selection interview: may the next 100 years be more fruitful

THE SELECTION INTERVIEW— A RE‐EVALUATION OF PUBLISHED RESEARCH1

Clinical versus Statistical Prediction: A Theoretical Analysis and a Review of the Evidence

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Product

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THE SELECTION INTERVIEW— A RE‐EVALUATION OF PUBLISHED RESEARCH¹