This research examined three issues: (1) the degree to which interviewers feel confident about their decisions when they use a specific type of interview (behavioral vs. conventional), (2) what interview type shows better capacity for identifying candidates’ suitability for a job, and (3) the effect of two biases on interview ratings: a) the sex similarity between candidate and interviewer and b) having prior information about the candidate. The results showed that the SBI made raters feel more confident and their appraisals were more accurate, that prior information negatively affects the interview outcomes, and that sex similarity showed inconclusive results. Implications for theory and practice of personnel interview are discussed.
Alonso, P., & Moscoso, S. (2017). Entrevistas conductuales y convencionales estructuradas: diferencias y sesgos en las valoraciones de los entrevistadores. Revista de Psicologia Del Trabajo y de Las Organizaciones, 33(3), 183–191. https://doi.org/10.1016/j.rpto.2017.07.003