The incremental validity of interview scores over and above cognitive ability and conscientiousness scores
By Jose M. Cortina, NANCY B. Goldstein, Stephanie C Payne, H. Davison, S. Gilliland. 2000
194 citations recorded by the source corpus.
Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/1a8364428799af92e29f83a2ae073f91def6d7bd
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Clinical Psychology
- J. Levashina
- Scott Highhouse
- Filip Lievens
- Gilad Chen
- Jose M. Cortina
- M. Campion
- P. Sackett
- Karin A. Orvis
In Organizational Behavior and Human Resource Management
- J. Levashina
- F. Morgeson
- Filip Lievens
- M. Campion
- Chad H. Van Iddekinge
- Gilad Chen
- Scott Highhouse
- P. Sackett
In Social Psychology
- Scott Highhouse
- F. Morgeson
- Gilad Chen
- Jose M. Cortina
- M. Campion
- Filip Lievens
- W. Casper
- P. Sackett
Citations in the corpus
- The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature (2014, background): “In two meta-analyses (Cortina et al., 2000; Huffcutt, Conway et al., 2001), researchers content analyzed interview questions and concluded that personality was frequently assessed in interviews.”
- SELECTING INDIVIDUALS IN TEAM SETTINGS: THE IMPORTANCE OF SOCIAL SKILLS, PERSONALITY CHARACTERISTICS, AND TEAMWORK KNOWLEDGE (2005, background): “This is particularly true for Conscientiousness (Cortina et al., 2000; Schmidt & Hunter, 1998).”
- Stubborn Reliance on Intuition and Subjectivity in Employee Selection (2008, methodology): “For example, Dawes (1971) modeled admission decisions of a four-person graduate admissions committee using a bootstrapping procedure.”
- Personnel selection. (2008, background): “…of meta-analyses of intercorrelations among specific predictors, including interview-cognitive ability and interviewpersonality relationships (Cortina et al. 2000; Huffcutt et al. 2001b), cognitive ability-situational judgment test relationships (McDaniel et al. 2001), and…”
- A fuzzy AHP approach to personnel selection problem (2009, background): “[9] present notable ability and availability of interviews to predict the performance of the personnel in the job.”
- Antecedents of Impression Management Use and Effectiveness in a Structured Interview† (2007, methodology): “The message included a link to an online version of the Revised NEO Personality Inventory (Costa & McCrae, 1992) that included facet scales of the three relevant personality traits.”