Interviewer consistency in the use of empathic models in personnel selection

Abstract

Personnel selection interviewers predicted the responses of applicants to 2 paper and pencil tests. Comparisons were made between these predictions and the responses of applicants (accuracy score), predictions and the responses of interviewers (similarity score). (These scores were referred to collectively as empathy scores.) Statistical analysis of empathy scores and their components indicated marked inter-interviewer inconsistency, which was interpreted to mean that interviewers tend to make errors by resorting to empathy as a basis of decision making. Explicit, actuarial bases of decision making in interviewing are advocated. Results of a follow-up study supported this interpretation. (PsycInfo Database Record (c) 2025 APA, all rights reserved)