The purpose of this paper is to summarize available empirical research on the association between employment interview ratings and various construct measures using a theoretical model developed as part of the study. The model posits 3 main sources of construct-related variance in interview ratings: job-related interview content (e.g., job knowledge), interviewee performance (e.g., impression management tactics), and personal/demographic characteristics (e.g., candidate attractiveness). Results suggest some potentially important findings, including that the mean correlation with interview ratings is twice as large for constructs related to interviewee performance as it is for constructs pertaining to job-related interview content. Directions for future construct research are also identified. For instance, despite being central to the interpersonal make-up of the candidates, research regarding the influence of interests, goals, and values on interview ratings is almost nonexistent.