The Validity of the Teacher Perceiver Interview for Predicting Performance of Classroom Teachers

Abstract

Research addressing the selection of teachers has focused largely on preemployment decisions of individuals as applicants and on preemployment decisions of school personnel as employers. Omitted from this research is any attention to postemployment outcomes associated with these preemployment decisions. To fill this void in current teacher selection research, we conducted a series of field studies assessing the relationship between preemployment responses of teacher candidates and postemployment outcomes using a predictive validity paradigm. Preemployment responses on a commercial interview protocol purported to predict future teacher performance are assessed relative to postemployment ratings of principals and to behavioral actions of newly hired teachers. Results indicate that a percentage of the systematic variance associated with postemployment performance is accounted for by preemployment responses to a standardized commercial interview protocol. These findings are cast within the larger body of teacher selection research through a model for teacher selection, and recommendations are provided for use of the commercial interview protocol in the field setting.

Development and Field Test of an Employment Selection Instrument for Teachers in Urban School Districts

“…In particular, reviews of commercial selection interview instruments frequently used in education have also been relatively negative citing the lack of internal reliability and failure to established both content and predictive validity (Metzger & Wu, 2003;Young & Delli, 2002;Baskin et al, 1996). 1 Common criticisms of selection instruments in general are often reported in terms of biases in information-gathering, judgment, and decision-making caused by drawing inferences from limited data obtained in artificial situations by untrained interviewers.…”

Effects of Attraction-Similarity, Social Distance, and Academic Environment on Screening Decisions Performed by Elementary School Teachers: An Uncharted Course

“…140 I. Phillip Young and Paz Fernando Marroquin Other research using these criteria and following this method of computation for capturing the perceptions of organizational representatives about job candidates within the selection process is well document in the selection literature. Reliability, as assessed by coefficient alpha, is reported to average in the mid .80 range across several studies (for a review see Young & Delli, 2002). Also, the pilot study assessing ratings on these criteria and using only elementary school teachers (N = 30) excluded from this study yielded an alpha coefficient of .84 following the process as described for computing a composite score.…”

“…Although considerable information exists about how administrators make selection decisions about teacher candidates (Delli & Vera, 2003;Young & Delli, 2002), less is known, at present, about how teachers make similar decisions within the selection process. To fulfill partially this void within the professional literature about the decision making of teachers within the selection process is the purpose of this study.…”

Effects of a State Mandated Policy (Site-Based Councils) and of Potential Role Incumbents on Teacher Screening Decisions in High and Low Performing Schools.

“…One stage involves screening decisions where the initial applicant pool is reduced to include only those candidates perceived to be worthy of further consideration within the teacher-selection process (Young & Ryerson, 1986). The other stage involves interviewing decisions to determine which candidates will receive actual job offers at the culmination of the selection process (Young & Delli, 2002).…”

“…That is, screening decisions are based on paper credentials submitted by teacher applicants (for a model, see Young & Delli, 2002). On the other hand, interviewing decisions are based on the interpersonal interactions between organizational representatives and applicants (Cable & Gilovich, 1998).…”