Comparability of interviewer, group, and individual interview ratings

Abstract

Compared interview trait ratings made by individual and groups of managers following exposure to videotaped interview playbacks with ratings made by experienced interviewers participating in 34 live interviews couched in a typical entry-level managerial employment setting. A convergent and discriminant validity analysis was made to assess the adequacy of the interview rating procedure. Mean ratings made by groups of managers were similar to mean ratings made by the interviewers. Agreement between the 2 dissimilar rater types using direct (face to face) and indirect (videotaped) stimuli indicated that perceptual distortion was now a strong factor. Individual managers' mean ratings suggested a leniency effect. (16 ref) (PsycInfo Database Record (c) 2025 APA, all rights reserved)