COMPARISON OF SITUATIONAL AND BEHAVIOR DESCRIPTION INTERVIEW QUESTIONS FOR HIGHER-LEVEL POSITIONS

  1. ALLEN I. HUFFCUTT1,*,
  2. JEFF A. WEEKLEY2,
  3. WILLI H. WIESNER3,
  4. TIMOTHY G. DEGROOT3,
  5. CASEY JONES2

Article first published online: 7 DEC 2006

DOI: 10.1111/j.1744-6570.2001.tb00225.x

Issue

Personnel Psychology

Personnel Psychology

Volume 54, Issue 3, pages 619–644, September 2001

Additional Information

How to Cite

HUFFCUTT, A. I., WEEKLEY, J. A., WIESNER, W. H., DEGROOT, T. G. and JONES, C. (2001), COMPARISON OF SITUATIONAL AND BEHAVIOR DESCRIPTION INTERVIEW QUESTIONS FOR HIGHER-LEVEL POSITIONS. Personnel Psychology, 54: 619–644. doi: 10.1111/j.1744-6570.2001.tb00225.x

Author Information

  1. 1

    Department of Psychology Bradley University

  2. 2

    Kenexa

  3. 3

    Department of Psychology McMaster University

* and requests for reprints should be addressed to Allen Huffcutt, Department of Psychology, Bradley University, Peoria, IL, 61625.

Publication History

  1. Issue published online: 7 DEC 2006
  2. Article first published online: 7 DEC 2006

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Based on a study of federal investigative agents, Pulakos and Schmitt (1995) hypothesized that situational interviews are less effective for higher-level positions than behavior description interviews. To evaluate their hypothesis we analyzed data from 2 new structured interview studies. Both of these studies involved higher-level positions, a military officer and a district manager respectively, and had matching SI and BDI questions written to assess the same job characteristics. Results confirmed that situational interviews are much less predictive of performance in these types of positions. Moreover, results indicated very little correspondence between situational and behavior description questions written to assess the same job characteristic, and a link between BDI ratings and the personality trait Extroversion. Possible reasons for the lower situational interview effectiveness are discussed.

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