Unstructured interviews generally have lower reliability and validity than structured interviews.

Question

BlackTom AI · Accepted Answer

Consider the claim about unstructured interviews in relation to reliability and validity.
Option 1: 'True' — This aligns with research findings in organizational and clinical psychology that unstructured or highly informal interviews tend to produce lower reliability (consistency across raters and occasions) and lower validity (predictive accuracy for job performance or outcomes) compared to structured interviews, which use standardized questions and scoring rubrics. The variability in questions, prompts, and interviewer style in unstructured formats introduces more noise.
Option 2: 'False' — If this were true, it would imply that unstructured interviews outperform or match structured interviews in reliability and validity, which contradicts a substantial body of empirical evidence showing that standardization improves measurement properties. The lack of consistency in how questions are asked and evaluated makes reliability harder to achieve, and the absence of fixed scoring criteria reduces predictive validity.
Additional nuance: while unstructured interviews can capture rich, qualitative information and may be useful in exploratory stages or for assessing fit, their psychometric properties are generally weaker than those of well-designed structured interviews. The higher susceptibility to interviewer bias, impression management, and differences in question phrasing all contribute to reduced reliability and validity in unstructured formats.
In summary, when evaluating reliability and validity, the unstructured format tends to underperform relative to structured interviews due to increased variability and bias risk, whereas structured interviews provide more consistent and accurate assessments across applicants.

Unstructured interviews generally have lower reliability and validity than structured interviews.

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Unstructured interviews generally have lower reliability and validity than structured interviews.

查看解析

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类似问题

In the "Target" analogy for reliability and validity, a pattern of shots that are tightly clustered together but far away from the bullseye is:

Question at position 7 If an intelligence test produces the same score over multiple administrations but it doesn't accurately measure intelligence, then the test is ________ but not ________.valid; representativereliable; validconvergent; divergentvalid; reliabledivergent; convergent

Which of the following statements best distinguishes reliability from validity in measurement?

A survey question that is understood the same way by everyone answering the question but does not measure what it sets out to measure is...

When creating a psychological test, reliability is concerned with _____, and validity is concerned with _____.

The key criteria for evaluating personality assessments are ____.

更多留学生实用工具

希望你的学习变得更简单

Question at position 7 If an intelligence test produces the same score over multiple administrations but it doesn't accurately measure intelligence, then the test is but not .valid; representativereliable; validconvergent; divergentvalid; reliabledivergent; convergent

When creating a psychological test, reliability is concerned with _, and validity is concerned with _.