ARE HIGHLY STRUCTURED JOB INTERVIEWS RESISTANT TO DEMOGRAPHIC SIMILARITY EFFECTS

By J. McCarthy, Chad H. Van Iddekinge, M. Campion. 2010

110 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d6ecc57dd490292c5d47f11e86241647336fe91a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. J. Levashina
2. F. Morgeson
3. Philip Bobko
4. M. Campion
5. Philip L. Roth
6. Jason Bennett Thatcher
7. Christopher J. Hartwell
8. Chad H. Van Iddekinge

In Organizational Behavior and Human Resource Management

1. J. Levashina
2. F. Morgeson
3. M. Campion
4. Chad H. Van Iddekinge
5. Christopher J. Hartwell
6. Adam M. Grant
7. Philip Bobko
8. Philip L. Roth

In Sociology and Political Science

1. J. Levashina
2. Philip Bobko
3. M. Campion
4. Philip L. Roth
5. Jason Bennett Thatcher
6. Christopher J. Hartwell
7. F. Morgeson
8. Chad H. Van Iddekinge

Citations in the corpus

• The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature (2014, methodology): “…of race and gender similarity were found in one-on-one interviews (Chapman & Rowe, 2001; Sacco, Scheu, Ryan, & Schmitt, 2003), and in two-person (McCarthy et al., 2010), three-person (McFarland et al., 2004), and fourperson panels structured interviews (Buckley, Jackson, Bolino, Veres, & Field,…”
• Social Media in Employee-Selection-Related Decisions (2016, background): “Individuating information is defined as the identification of job-related KSAs or other individual differences that help predict subsequent outcomes such as job performance or withdrawal (McCarthy et al., 2010).”