Abstract: Interview is the most widely used measurement tool in human resources selection. A large quantity of studies have confirmed that interview had an ideal predictive validity which varied from different types of interview. Though the predictive validity of interview has been confirmed, we still have not much idea about which constructs being measured by interview. It does have some practical value to enhance the incremental validity by studying the construct validity of interview. Compare to measuring the personality components, previous studies on interview had a more coherent understanding of measuring the cognitive components.

Key words: interview, predictive validity, construct validity, incremental validity