Abstract: The structured interview which is mainly composed of the situational interview and the behavioral interview, has been widely verified to be effective in predicting employees’ performance, but its construct validity has not been clearly verified. The components of the interview structure, the applicants’ impression management behavior, motivation, cognitive ability and psychological merits have positively contributed for the structured interview in predicting performance. The analysis on the components contributing to the predictive validity of the structured interview helps understanding the construct validity of the constructed interview. The future’s orientations of the research are necessary to concern about whether interpersonal skill is measured by the structured interview, and to estimate the respective ratio of interpersonal skills, motivation and cognitive abilities in the constructs.

Key words: the structured interview, the situational interview, the behavioral interview, predictive validity, construct validity