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Recruiters from 8 telecommunications companies interviewed applicants or incumbents in four studies of the psychometric properties of structured behavioral interviews for management and marketing positions. Results yielded an interrater reliability estimate of .64 (n=37), a mean criterion-related validity estimate of .22 (n is approximately 500), evidence of convergent and discriminant validity, and small race and sex differences. In a fifth study, 3 doctoral students rated audiotapes and written summaries of 146 interviews conducted by recruiters. Results show that valid judgments are possible from information about interviewees' past behavior even without access to nonverbal cues in the interview itself and that judgmental accuracy is related to amount of relevant behavioral information, which, in turn, is related to interviewers' questioning skills. (Reprinted by permission of the publisher.)

From critical-incident analysis and judgments by subject-matter experts, a low-fidelity simulation was developed for selecting entry-level managers in the telecommunications industry. The simulation presents applicants with descriptions of work situations and five alternative responses for each situation. It asks them to select one response they would most likely make and one they would least likely make in each situation. In a sample of approximately 120 management incumbents, simulation scores correlated from .28 (p < .01) to .37 (p < .01) with supervisory ratings of performance. These results show that samples of even hypothetical work behavior can predict performance, without the props, equipment, or role players often required by high-fidelity simulations, such as work-sample test or assessment centers. (Reprinted by permission of the publisher.)

A review of criterion-related validities of personality constructs indicated that six constructs are useful predictors of important job-related criteria. An inventory was developed to measure the 6 constructs. In addition, 4 response validity scales were developed to measure accuracy of self-description. These scales were administered in three contexts: a concurrent criterion-related validity study, a faking experiment, and an applicant setting. Sample sizes were 9, 188, 245, and 125, respectively. Results showed that (a) validities were in the .20s (uncorrected for unreliability or restriction in range) against targeted criterion constructs, (b) respondents successfully distorted their self-descriptions when instructed to do so, (c) response validity scales were responsive to different types of distortion, (d) applicants' responses did not reflect evidence of distortion, and (e) validities remained stable regardless of possible distortion by respondents in either unusually positive or negative directions. (Reprinted by permission of the publisher.)

A major goal of the Army Selection and Classification Project was to develop an experimental predictor battery that would best supplement the Armed Forces Vocational Aptitude Battery for making selection and classification decisions for entry-level enlisted personnel. That is, what predictor measures would best serve the needs of all the jobs in an entire selection/classification system? This paper describes the characteristics of the new test battery and the procedures that were used to develop it. The major steps in the procedure were a structured literature search using a standard protocol, an extensive expert judgement study of expected true validities for a population of predictor variables against a population of performance components, fabrication of modularized software and a special response pedestal for computerized measurement of percept and psychomotor abilities, evaluations of experimental measures in three iterative pilot tests and one major field test, and a series of reviews by a panel of scientific advisors. The test battery that resulted from this 2 1/2-year development effort is described. The basic psychometric properties of each measure, as determined in a large concurrent validation sample, are also described. (Reprinted by permission of the publisher.)