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Research conducted by Dipboye, Stramler, and Fontenelle (1984) and Macan and Dipboye (1990) has demonstrated that preinterview information and other paper credentials are related to postinterview evaluations. In real world selection processes, interviewers often have access to information about the applicant prior to the interview. For example, the standard procedure for hiring sales agents in the insurance industry is to screen applicants with a biodata or life history test and then conduct a structured interview with candidates that have passed the test. Over 12,000 insurance agency managers have been trained in this process over the past 10 years through insurance industry schools (Life Insurance Marketing and Research Association, 1991). Thousands of applicants for the position of insurance agent are tested in this manner each year (Life Insurance Marketing and Research Association, 1992).
Given the wide use of this process, an important research question concerns how interviewers combine valid biodata test score and interview information to reach decisions on job candidates. Previous research has examined haw valid test scores and other applicant variables are related to evaluations of job candidates (e.g., Carlson, 1971; Heneman, 1977; Heneman, Hamstra, & Brown, 1980). This research has focused on studying both the main effects and interactions of valid test scores and other applicant information on evaluations of job candidates.
For example, Carlson (1971) examined these questions using life insurance managers as participants. The managers were presented with written profiles of candidates for the position of life insurance agent. Each manager in the study rated one of the applicant profiles representing one of a number of possible combinations of biodata test score and interview information for potential success as a sales agent. Significant main effects were obtained for both biodata test score and interview information, however, the relationship was slightly stronger for the biodata test. Carlson also examined the interactions between the biodata test score and interview information and concluded that when the candidate received an unacceptable score on the biodata test, there were small differences in ratings between candidates with favorable versus unfavorable interview information. But, when the candidate either passed or did not take the biodata test, there were larger differences between candidates with favorable versus unfavorable interview information. Carlson concluded that when the applicant receives a passing score...