Interviews are one of the most widely used selection methods, but their reliability and validity can vary substantially. Further, using human evaluators to rate an interview can be expensive and time consuming. Interview scoring models have been proposed as a mechanism for reliably, accurately, and efficiently scoring video-based interviews. Yet, there is a lack of clarity and consensus around their psychometric characteristics, primarily driven by a dearth of published empirical research. The goal of this study was to examine the psychometric properties of automated video interview competency assessments (AVI-CAs), which were designed to be highly generalizable (i.e., apply across job roles and organizations). The AVI-CAs developed demonstrated high levels of convergent validity (average r value of .66), moderate discriminant relationships (average r value of .58), good test-retest reliability (average r value of .72), and minimal levels of subgroup differences (Cohen's ds ≥ -.14). Further, criterion-related validity (uncorrected sample-weighted r¯ = .24) was demonstrated by applying these AVI-CAs to five organizational samples. Strengths, weaknesses, and future directions for building interview scoring models are also discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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自动视频面试能力评估的心理测量特性。


面试是最广泛使用的选拔方法之一，但其可靠性和有效性可能存在很大差异。此外，使用人工评估员对面试进行评分可能既昂贵又耗时。面试评分模型已被提出作为一种可靠、准确且高效地对基于视频的面试进行评分的机制。然而，对其心理测量特征缺乏明确性和共识，这主要是由于缺乏已发表的实证研究。本研究的目的是检查自动视频面试能力评估 (AVI-CA) 的心理测量特性，该评估的设计具有高度通用性（即适用于跨工作角色和组织）。开发的 AVI-CA 表现出高水平的收敛效度（平均 r 值为 0.66）、中等判别关系（平均 r 值为 0.58）、良好的重测可靠性（平均 r 值为 0.72）以及最低水平的亚组差异（Cohen's ds ≥ -.14）。此外，通过将这些 AVI-CA 应用到五个组织样本，证明了与标准相关的有效性（未校正的样本加权 r = .24）。还讨论了构建面试评分模型的优点、缺点和未来方向。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。