Abstract
The present study examines the degree to which agreement in interviewer ratings may be influenced by training, use of structured conventional interviews, or situational interviews. Results of an experimental study conducted among 42 managers who were experienced as interviewers revealed no training effect on rating agreement, but the impact of the situational format on consistency in assessments of applicant suitability was significant. Implications of these findings for usefulness of situational employment interviews and future research investigating the reliability of situational interview formats are discussed.
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