In light of its popularity, a stream of research has attempted to identify the constructs (ideas or concepts) that are measured during the interview to understand why interviews might help us pick the right people for the job. Several reviews of the research on interview constructs revealed that the interview captures a wide variety of applicant attributes. These constructs can be classified into three categories: job-relevant interview content (constructs interview questions are designed to assess), interviewee performance (applicant behaviors unrelated to the applicant characteristics the interview questions are designed to assess but nevertheless influence interviewer evaluations of interviewee responses), and potentially job-irrelevant interviewer biases (personal and demographic characteristics of applicants that may influence interviewer evaluations of interviewee responses in an illegal, discriminatory way).
Job-relevant interview content
Interview questions are generally designed to tap applicant attributes that are specifically relevant to the job for which the person is applying. The job-relevant applicant attributes the questions purportedly assess are thought to be necessary for one to successfully perform on the job. The job-relevant constructs that have been assessed in the interview can be classified into three categories: general traits, experiential factors, and core job elements. The first category refers to relatively stable applicant traits. The second category refers to job knowledge that the applicant has acquired over time. The third category refers to the knowledge, skills, and abilities associated with the job.
General Traits:
Mental ability: Applicants’ capacity to learn and process information
Job-relevant interview content
Interview questions are generally designed to tap applicant attributes that are specifically relevant to the job for which the person is applying. The job-relevant applicant attributes the questions purportedly assess are thought to be necessary for one to successfully perform on the job. The job-relevant constructs that have been assessed in the interview can be classified into three categories: general traits, experiential factors, and core job elements. The first category refers to relatively stable applicant traits. The second category refers to job knowledge that the applicant has acquired over time. The third category refers to the knowledge, skills, and abilities associated with the job.
General Traits:
Mental ability: Applicants’ capacity to learn and process information
Personality: Conscientiousness, agreeableness, emotional stability, extroversion, openness to new experiences
Interest, goals, and values: Applicant motives, goals, and person-organization fit
Experiential Factors:
Experience: Job-relevant knowledge derived from prior experience
Education: Job-relevant knowledge derived from prior education
Training: Job-relevant knowledge derived from prior training
Core Job Elements:
Declarative knowledge: Applicants’ learned knowledge
Procedural skills and abilities: Applicants’ ability to complete the tasks required to do the job
Motivation: Applicants’ willingness to exert the effort required to do the job
Declarative knowledge: Applicants’ learned knowledge
Procedural skills and abilities: Applicants’ ability to complete the tasks required to do the job
Motivation: Applicants’ willingness to exert the effort required to do the job
