Structuring job interviews is a method of decreasing bias and increasing the predictive validity of job performance, but research suggests that applicants can react negatively to structure (Chapman & Zweig, 2005) and that negative attitudes about selection tools can predict performance (Hausknecht, Day, & Thomas, 2004). The current exploratory study investigates how structuring the job interview in conjunction with priming the ethnicity and sex of the applicant, and in some conditions providing an explanation of the structure, affected post-interview cognitive ability performance. Three levels of structure were randomly assigned. Those who experienced a structured interview without an explanation of its purpose scored lower than those who experienced an unstructured interview, but those who experienced a structured interview with an explanation of its purpose did not score lower than those who experienced an unstructured interview. Scores differed for females and Hispanics depending on the structure condition, but not in the same manner. Implications for recruitment, selection, and performance management are discussed.

中文翻译：

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求职面试和认知表现：结构是否会降低选择电池的性能，目的解释能否改善它？

构建工作面试是一种减少偏见和提高工作绩效预测有效性的方法，但研究表明，申请人可能会对结构做出负面反应（查普曼和茨威格，2005 年），而对选择工具的负面态度可以预测绩效（Hausknecht，Day， ＆托马斯，2004）。目前的探索性研究调查了如何结合求职者的种族和性别来构建工作面试，并在某些情况下提供对结构的解释，如何影响面试后的认知能力表现。三个层次的结构被随机分配。那些经历结构化面试但没有解释其目的的人得分低于经历非结构化面试的人，但是那些经历过结构化面试并解释其目的的人的得分并不低于那些经历过非结构化面试的人。根据结构条件，女性和西班牙裔的分数不同，但方式不同。讨论了招聘、选拔和绩效管理的影响。