Asking applicants what they would do versus what they did do: A meta‐analytic comparison of situational and past behaviour employment interview questions

By P. Taylor, B. Small. 2002

162 citations recorded by the source corpus.

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The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature (2014, methodology): “For instance, several researchers pointed out that some SQ ratings were designed to reward a single action whereas other ratings rewarded more elaborated and sophisticated responses (Huffcutt, Weekley et al., 2001; Taylor & Small, 2002).”
The employment interview: A review of current studies and directions for future research (2009, background): “The necessity of a scoring guide for behavioral interviews has been demonstrated (Taylor & Small, 2002; Klehe & Latham, 2006).”
The Impact of Job Complexity and Study Design on Situational and Behavior Description Interview Validity (2004, methodology): “Taylor and Small (2002) also had 19 BDI studies, 17 of which were in our dataset.”
Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews (2006, background): “In BDIs (Janz, 1982; Taylor & Small, 2002), past-oriented questions are used.”
A Model of Faking Likelihood in the Employment Interview. (2006, result): “The higher degree of susceptibility to faking of situational interviews could explain the finding of recent meta-analysis (Taylor & Small, 2002) that the average corrected validity for situational interviews (.46) is lower than for past behavior interviews (.57).”