Validating interviews

But despite some impressive paybacks and what may be a game changer in the retail industry, plenty of obstacles remain.

In an interview we could be assessing knowledge, skills, abilities, personality, motivation, and so on.

All of these different constructs can have a different relationship with job performance.

This means that any examination of the validity of interviews needs to take these differences into account.

Handled poorly, an interview can not only be ineffective, but may also have unintended adverse impact.

Otherwise qualified applicants may be eliminated if the many variables contributing to a successful interview are not implemented properly.