Abstract
An investigation of a structured interview for the selection of U.S. Air Force pilots was conducted on a sample of 223 pilot trainees. The interview yielded seven ratings of subject attributes, including educational background, self-confidence and leadership, flying motivation, success in training, and success in flying various classes of aircraft. Two other types of predictors were also available—paper-and-pencil aptitude tests and computer-driven cognitive tests of information processing and personality. Using linear models, the validity and incremental validity of the interview as compared to the other classes of tests were evaluated. The interview was found to be valid but not incrementally so. Last, a partial test of a single aspect of the Dipboye (1989) process model of interviews was conducted.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
