Personality Saturation in Structured Interviews

Abstract

Applied psychologists have long been interested in the relationship between applicant personality and employment interview ratings. Analysis of data from two studies, one using a situational interview and one using a behavioral interview, suggests that the correlations of structured interview ratings with self-report measures of personality factors are generally rather low. Further, a small meta-analysis integrates these two studies and the limited previous literature to arrive at a similar conclusion - there is relatively little relationship between structured interviews and self-reported personality factors.