The illusion of validity: how effort inflates the perceived validity of interview questions

References

• Anderson, C., Brion, S., Moore, D. A., & Kennedy, J. A. (2012). A status-enhancement account of overconfidence. Journal of Personality and Social Psychology, 103(4), 718. https://doi.org/10.1037/a0029395
   PubMed Web of Science ®Google Scholar
• Arvey, R. D. (1979). Unfair discrimination in the employment interview: Legal and psychological aspects. Psychological Bulletin, 86(4), 736. https://doi.org/10.1037/0033-2909.86.4.736
   Web of Science ®Google Scholar
• Avey, J. B., Avolio, B. J., Crossley, C. D., & Luthans, F. (2009). Psychological ownership: Theoretical extensions, measurement and relation to work outcomes. Journal of Organizational Behavior, 30(2), 173–191. https://doi.org/10.1002/job.583
   Web of Science ®Google Scholar
• Baer, M., & Brown, G. (2012). Blind in one eye: How psychological ownership of ideas affects the types of suggestions people adopt. Organizational Behavior and Human Decision Processes, 118(1), 60–71. https://doi.org/10.1016/j.obhdp.2012.01.003
   Web of Science ®Google Scholar
• Banks, G. C., Pollack, J. M., Bochantin, J. E., Kirkman, B. L., Whelpley, C. E., & O’Boyle, E. H. (2016). Management’s science–practice gap: A grand challenge for all stakeholders. Academy of Management Journal, 59(6), 2205–2231. https://doi.org/10.5465/amj.2015.0728
   Web of Science ®Google Scholar
• Barrett-Poindexter, J. (2018, August 15). 15 Interview Questions to Ensure Candidate Quality—Glassdoor for Employers. UK | Glassdoor for Employers. https://www.glassdoor.co.uk/employers/blog/15-interview-questions-ensure-candidate-quality/
   Google Scholar
• Bleijenbergh, I., van Mierlo, J., & Bondarouk, T. (2021). Closing the gap between scholarly knowledge and practice: Guidelines for HRM action research. Human Resource Management Review, 31(2), 100764. https://doi.org/10.1016/j.hrmr.2020.100764
   Web of Science ®Google Scholar
• Bock, L. (2015). Work rules!: Insights from inside google that will transform how you live and lead. Hachette UK.
   Google Scholar
• Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50(3), 655–702. https://doi.org/10.1111/j.1744-6570.1997.tb00709.x
   Web of Science ®Google Scholar
• Chapman, D. S., & Zweig, D. I. (2005). Developing a nomological network for interview structure: Antecedents and consequences of the structured selection interview. Personnel Psychology, 58(3), 673–702. https://doi.org/10.1111/j.1744-6570.2005.00516.x
   Web of Science ®Google Scholar
• Colquitt, J. A. (2008). Publishing laboratory research in amj: A question of when, not if. Academy of Management Journal, 51(4), 616–620. https://doi.org/10.5465/AMJ.2008.33664717
   Web of Science ®Google Scholar
• Coombs, C. H., Dawes, R. M., & Tversky, A. (1970). Mathematical psychology: An elementary introduction.
   Google Scholar
• Dana, J., Dawes, R., & Peterson, N. (2013). Belief in the unstructured interview: The persistence of an illusion. Judgment and Decision Making, 8(5), 512–520.
   Web of Science ®Google Scholar
• Dietvorst, B. J., Simmons, J. P., & Massey, C. (2016). Overcoming algorithm aversion: People will use imperfect algorithms if they can (even slightly) modify them. Management Science.
   Google Scholar
• Dipboye, R. L. (1997). Structured selection interviews: Why do they work? Why are they underutilized? In International handbook of selection and assessment (pp. 455–474). J Wiley. https://www.researchgate.net/publication/235425410_Dipboye_R_L_1997_Structured_selection_interviews_Why_do_they_work_Why_are_they_underutilized_In_N_Anderson_P_Herriott_eds_International_Handbook_of_Selection_and_Assessment_London_J_Wiley_pp_455-474
   Google Scholar
• Dohle, S., Rall, S., & Siegrist, M. (2014). I cooked it myself: Preparing food increases liking and consumption. Food Quality and Preference, 33, 14–16. https://doi.org/10.1016/j.foodqual.2013.11.001
   Web of Science ®Google Scholar
• Dohle, S., Rall, S., & Siegrist, M. (2016). Does self-prepared food taste better? Effects of food preparation on liking. Health Psychology, 35(5), 500–508. https://doi.org/10.1037/hea0000315
   PubMed Web of Science ®Google Scholar
• Fernandez, S., & Pougnet, S. (2018). Is there structure in the selection interview? Evidence from hotels in Switzerland. Journal of Human Resources in Hospitality & Tourism, 17(1), 80–97. https://doi.org/10.1080/15332845.2017.1328262
   Google Scholar
• Festinger, L. (1962). A theory of cognitive dissonance (Vol. 2). Stanford university press.
   Google Scholar
• Fisher, P. A., Risavy, S. D., Robie, C., König, C. J., Christiansen, N. D., Tett, R. P., & Simonet, D. V. Selection myths: A conceptual replication of HR professionals’ beliefs about effective human resource practices in the US and Canada. (2020). Journal of Personnel Psychology, 20(2), 51–60. No Pagination Specified-No Pagination Specified. https://doi.org/10.1027/1866-5888/a000263
   Web of Science ®Google Scholar
• Franke, N., Schreier, M., & Kaiser, U. (2010). The “I designed it myself” effect in mass customization. Management Science, 56(1), 125–140. https://doi.org/10.1287/mnsc.1090.1077
   Web of Science ®Google Scholar
• Gill, C. (2018). Don’t know, don’t care: An exploration of evidence based knowledge and practice in human resource management. Human Resource Management Review, 28(2), 103–115. https://doi.org/10.1016/j.hrmr.2017.06.001
   Web of Science ®Google Scholar
• Haran, U., Moore, D. A., & Morewedge, C. K. (2010). A simple remedy for overprecision in judgment. Judgment and Decision Making, 5(7), 467.
   PubMed Web of Science ®Google Scholar
• Hartwell, C. J., Johnson, C. D., & Posthuma, R. A. (2019). Are we asking the right questions? Predictive validity comparison of four structured interview question types. Journal of Business Research, 100, 122–129. https://doi.org/10.1016/j.jbusres.2019.03.026
   Web of Science ®Google Scholar
• Highhouse, S. (2009). Designing experiments that generalize. Organizational Research Methods, 12(3), 554–566. https://doi.org/10.1177/1094428107300396
   Web of Science ®Google Scholar
• Highhouse, S., Nye, C. D., & Zhang, D. C. (2019). Dark motives and elective use of brainteaser interview questions. Applied Psychology, 68(2), 311–340. https://doi.org/10.1111/apps.12163
   Web of Science ®Google Scholar
• Huffcutt, A. I., & Arthur, W. (1994). Hunter and hunter (1984) revisited: Interview validity for entry-level jobs. The Journal of Applied Psychology, 79(2). https://doi.org/10.1037/0021-9010.79.2.184
   Google Scholar
• Inzlicht, M., Shenhav, A., & Olivola, C. Y. (2018). The effort paradox: Effort is both costly and valued. Trends in Cognitive Sciences, 22(4), 337–349. https://doi.org/10.1016/j.tics.2018.01.007
   PubMed Web of Science ®Google Scholar
• Jackson, D. J. R., Dewberry, C., Gallagher, J., & Close, L. (2018). A comparative study of practitioner perceptions of selection methods in the United Kingdom. Journal of Occupational and Organizational Psychology, 91(1), 33–56. https://doi.org/10.1111/joop.12187
   Web of Science ®Google Scholar
• Kausel, E. E., Culbertson, S. S., Leiva, P. I., Slaughter, J. E., & Jackson, A. T. (2015). Too arrogant for their own good? Why and when narcissists dismiss advice. Organizational Behavior and Human Decision Processes, 131, 33–50. https://doi.org/10.1016/j.obhdp.2015.07.006
   Web of Science ®Google Scholar
• Kausel, E. E., Culbertson, S. S., & Madrid, H. P. (2016). Overconfidence in personnel selection: When and why unstructured interview information can hurt hiring decisions. Organizational Behavior and Human Decision Processes, 137, 27–44. https://doi.org/10.1016/j.obhdp.2016.07.005
   Web of Science ®Google Scholar
• Kellogg, K., Valentine, M., & Christin, A. (2019). Algorithms at work: The new contested terrain of control. The Academy of Management Annals, 14(1), 366–410. https://doi.org/10.5465/annals.2018.0174
   Web of Science ®Google Scholar
• König, C. J., Jöri, E., & Knüsel, P. (2011). The amazing diversity of thought: A qualitative study on how human resource practitioners perceive selection procedures. Journal of Business and Psychology, 26(4), 437–452. https://doi.org/10.1007/s10869-010-9199-9
   Web of Science ®Google Scholar
• Kool, W., & Botvinick, M. (2018). Mental labour. Nature Human Behaviour, 2(12), 899–908. https://doi.org/10.1038/s41562-018-0401-9
   PubMed Web of Science ®Google Scholar
• Kruger, J., Wirtz, D., Van Boven, L., & Altermatt, T. W. (2004). The effort heuristic. Journal of Experimental Social Psychology, 40(1), 91–98. https://doi.org/10.1016/S0022-1031(03)00065-9
   Web of Science ®Google Scholar
• Langer, M., König, C. J., & Papathanasiou, M. (2019). Highly automated job interviews: Acceptance under the influence of stakes. International Journal of Selection and Assessment, 27(3), 217–234. https://doi.org/10.1111/ijsa.12246
   Web of Science ®Google Scholar
• Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241–293. https://doi.org/10.1111/peps.12052
   Web of Science ®Google Scholar
• Lichtenstein, S., Fischhoff, B., & Phillips, L. D. (1977). Calibration of probabilities: The state of the art. Decision Making and Change in Human Affairs, 275–324. Springer, Netherlands. https://doi.org/10.1007/978-94-010-1276-8_19
   Google Scholar
• Lodato, M. A., Highhouse, S., & Brooks, M. E. (2011). Predicting professional preferences for intuition-based hiring. Journal of Managerial Psychology, 26(5), 352–365. https://doi.org/10.1108/02683941111138985
   Web of Science ®Google Scholar
• Logg, J. M., Minson, J. A., & Moore, D. A. (2019). Algorithm appreciation: People prefer algorithmic to human judgment. Organizational Behavior and Human Decision Processes, 151, 90–103. https://doi.org/10.1016/j.obhdp.2018.12.005
   Web of Science ®Google Scholar
• López‐Cotarelo, J. (2018). Line managers and HRM: A managerial discretion perspective. Human Resource Management Journal, 28(2), 255–271. https://doi.org/10.1111/1748-8583.12176
   Web of Science ®Google Scholar
• Mannes, A. E., & Moore, D. A. (2013). A behavioral demonstration of overconfidence in judgment. Psychological Science, 24(7), 1190–1197. https://doi.org/10.1177/0956797612470700
   PubMed Web of Science ®Google Scholar
• Meikle, N. L., Tenney, E. R., & Moore, D. A. (2016). Overconfidence at work: Does overconfidence survive the checks and balances of organizational life? Research in Organizational Behavior, 36, 121–134. https://doi.org/10.1016/j.riob.2016.11.005
   Web of Science ®Google Scholar
• Moore, D. A., & Healy, P. J. (2008). The trouble with overconfidence. Psychological Review, 115(2), 502–517. https://doi.org/10.1037/0033-295X.115.2.502
   PubMed Web of Science ®Google Scholar
• Moore, D. A., & Schatz, D. (2017). The three faces of overconfidence. Social and Personality Psychology Compass, 11(8), e12331. https://doi.org/10.1111/spc3.12331
   Web of Science ®Google Scholar
• Neumann, M., Niessen, A. S. M., & Meijer, R. R. (2020). Implementing evidence-based assessment and selection in organizations: A review and an agenda for future research. Organizational Psychology Review, 11(3), 2041386620983419. https://doi.org/10.1177/2041386620983419
   Web of Science ®Google Scholar
• Nickerson, R. S. (1998). Confirmation bias: A ubiquitous phenomenon in many guises. Review of General Psychology, 2(2), 175–220. https://doi.org/10.1037/1089-2680.2.2.175
   Google Scholar
• Nolan, K. P., Dalal, D. K., & Carter, N. (2020). Threat of technological unemployment, use intentions, and the promotion of structured interviews in personnel selection. Personnel Assessment and Decisions, 6(2), 6. https://doi.org/10.25035/pad.2020.02.006
   Google Scholar
• Norton, M. I., Mochon, D., & Ariely, D. (2012). The IKEA effect: When labor leads to love. Journal of Consumer Psychology, 22(3), 453–460. https://doi.org/10.1016/j.jcps.2011.08.002
   Web of Science ®Google Scholar
• Reb, J., & Connolly, T. (2007). Possession, feelings of ownership, and the endowment effect. Judgment and Decision Making, 2(2), 9.
   Web of Science ®Google Scholar
• Roulin, N., & Bangerter, A. (2012). Understanding the academic–practitioner gap for structured interviews:‘Behavioral’interviews diffuse,‘structured’interviews do not. International Journal of Selection and Assessment, 20(2), 149–158. https://doi.org/10.1111/j.1468-2389.2012.00588.x
   Web of Science ®Google Scholar
• Roulin, N., Bourdage, J. S., & Wingate, T. (2019). Who is conducting “better” employment interviews? Antecedents of structured interview components use. Personnel Assessment and Decisions.
   Google Scholar
• Rynes, S. L., Colbert, A. E., & O’Boyle, E. H. (2018). When the “best available evidence” doesn’t win: How doubts about science and scientists threaten the future of evidence-based management. Journal of Management, 44, 995–3010. https://doi.org/10.1177/0149206318796934
   Web of Science ®Google Scholar
• Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. The Journal of Applied Psychology, 107(11), 2040–2068. https://doi.org/10.1037/apl0000994
   PubMed Web of Science ®Google Scholar
• Samuelson, P. A., & Nordhaus, W. D. (2001). Microeconomics, 17. Aufl., Boston ua
   Google Scholar
• Schwab, D. P., Olian-Gottlieb, J. D., & Heneman, H. G. (1979). Between-subjects expectancy theory research: A statistical review of studies predicting effort and performance. Psychological Bulletin, 86(1), 139. https://doi.org/10.1037/0033-2909.86.1.139
   Web of Science ®Google Scholar
• Sikora, D. M., Ferris, G. R., & Van Iddekinge, C. H. (2015). Line manager implementation perceptions as a mediator of relations between high-performance work practices and employee outcomes. The Journal of Applied Psychology, 100(6), 1908–1918. https://doi.org/10.1037/apl0000024
   PubMed Web of Science ®Google Scholar
• Slaughter, J. E., & Kausel, E. E. (2013). Employee selection decisions. Judgment and Decision Making at Work, 57.
   Google Scholar
• Speer, A. B., Tenbrink, A. P., Schwendeman, M. G., & Wegmeyer, L. J. Individual differences in effective interview design: Factors affecting question choice. (2020). International Journal of Selection and Assessment, 28(3), 310–321. n/a(n/a. https://doi.org/10.1111/ijsa.12297
   Web of Science ®Google Scholar
• Trouche, E., Johansson, P., Hall, L., & Mercier, H. (2016). The selective laziness of reasoning. Cognitive Science, 40(8), 2122–2136. https://doi.org/10.1111/cogs.12303
   PubMed Web of Science ®Google Scholar
• van der Zee, K. I., Bakker, A. B., & Bakker, P. (2002). Why are structured interviews so rarely used in personnel selection? The Journal of Applied Psychology, 87(1), 176–184. https://doi.org/10.1037/0021-9010.87.1.176
   PubMed Web of Science ®Google Scholar
• Walasek, L., Rakow, T., & Matthews, W. J. (2017). When does construction enhance product value? Investigating the combined effects of object assembly and ownership on valuation: Object assembly and ownership. Journal of Behavioral Decision Making, 30(2), 144–156. https://doi.org/10.1002/bdm.1931
   Web of Science ®Google Scholar
• Zhang, D. C. (2021). Horse-sized ducks or duck-sized horses? Oddball personality questions are likable (but useless) for organizational recruitment. Journal of Business and Psychology. https://doi.org/10.1007/s10869-021-09740-9
   Google Scholar
• Zhang, D. C., Highhouse, S., Brooks, M. E., & Zhang, Y. (2018). Communicating the validity of structured job interviews with graphical visual aids. International Journal of Selection and Assessment, 26(2–4), 93–108. https://doi.org/10.1111/ijsa.12220
   Web of Science ®Google Scholar
• Zhang, D. C., Zhu, X. S., Ritter, K.-J., & Thiele, A. (2019). Telling stories to communicate the value of the pre-employment structured job interview. International Journal of Selection and Assessment, 27(4), 299–314. https://doi.org/10.1111/ijsa.12264
   Web of Science ®Google Scholar
• Zibarras, L. D., & Woods, S. A. (2010). A survey of UK selection practices across different organization sizes and industry sectors. Journal of Occupational and Organizational Psychology, 83(2), 499–511. https://doi.org/10.1348/096317909X425203
   Web of Science ®Google Scholar
• Zipf, G. K. (1949). Human behavior and the principle of least effort. Addison-Wesley Press.
   Google Scholar