Examining the Predictive Validity of Recruiting Interview

Abstract

This report examines predictive validity of recruiting interview for new graduates based on existing date of Japanese company A. The reliability of behavior evaluation does not show acceptable range, Cronbach’s α from .63 to .73, and cumulative contribution ratio 39% of factor analysis. The predictive validity of behavior evaluation to performance evalua-tion shows negative coefficient from -.34 to -.20, which shows behavior evaluation has converse trend against performance evaluation. The reliability of recruiting interview shows from .19 to .45 of rank correlation coefficient between interviews to same interviewee. Analysis of covariance structure shows only -.06 of direct effect and .008 of indirect effect of path coefficient to performance evaluation. Based on these results, this report finds recruiting interview has no predictive validity at company A.