Despite the evidence that structured interviews are superior to unstructured interviews, interviewers remain reluctant to use them for personnel selection. The current research replicated and extended recent research examining how individual differences relate to the ability to identify effective interview questions. Question judgments were made across questions that varied substantially in quality and across two different jobs. Across two samples of data, respondents evaluated past behavioral and traditional interview questions more favorably than oddball questions and questions about job‐irrelevant competencies. Furthermore, general mental ability and social aptitude were strongly related to skill in identifying effective interview questions, with results suggesting these traits are associated with customizing questions to specific job contexts.

中文翻译：

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有效访谈设计中的个体差异：影响问题选择的因素

尽管有证据表明结构化面试优于非结构化面试，但访问员仍然不愿意将其用于人员选拔。当前的研究重复并扩展了最近的研究，研究了个人差异与识别有效面试问题的能力之间的关系。对质量差异很大且涉及两个不同工作的问题做出问题判断。在两个数据样本中，受访者对过去的行为和传统面试问题的评价要好于古怪的问题和与工作无关的能力的问题。此外，一般的心理能力和社交能力与识别有效面试问题的能力密切相关，结果表明这些特征与针对特定工作环境的问题定制有关。