BEYOND EMPLOYMENT INTERVIEW VALIDITY: A COMPREHENSIVE NARRATIVE REVIEW OF RECENT RESEARCH AND TRENDS OVER TIME

By Richard A. Posthuma, F. Morgeson, M. Campion. 2002

385 citations recorded by the source corpus.

Subfields: Gender Studies, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/1af3bc5b4d63149c207100706e12c3bcc389cad8

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In Gender Studies

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Citations in the corpus

A Model of Faking Likelihood in the Employment Interview. (2006, background): “Rahim (1984) found that males and females differ in their understanding of what is socially desirable.”
Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews (2006, background): “In fact, in their review, Posthuma, Morgeson, and Campion (2002) noted that IM was one of the most emergent research topics in interview studies in the last 10 years.”
Why your stigma isn't hired : a dual-process framework of interview bias (2016, background): “…among which the type of stigma (controllable vs. uncontrollable; Pryor et al., 2004), the interview phase in which this information is discussed (e.g., late vs. early; Hebl & Skorinko, 2005; Roberts & Macan, 2006), and the applicants' level of job-related qualification (Posthuma et al., 2002).”
The State of Research on Situational Judgment Tests: A Content Analysis and Directions for Future Research (2014, methodology): “Like research on other selection methods such as the interview (Posthuma et al., 2002) and assessment center (Arthur et al., 2000), content analyzing the state of SJT research offers new insights by identifying which topics are heavily researched and which need more research.”
The employment interview: A review of current studies and directions for future research (2009, methodology): “Consistent with prior studies showing differential interviewer validity (Posthuma et al., 2002), Van Iddekinge, Sager, Burnfield and Heffner (2006) observed that criterion-related validities varied considerably across both interview panels and across individual interviewers for all criteria.”