Klehe, Ute-ChristineUte-ChristineKleheKönig, Cornelius J.Cornelius J.KönigRichter, Gerald M.Gerald M.RichterKleinmann, MartinMartinKleinmannMelchers, Klaus G.Klaus G.Melchers2023-06-122012-01-032023-06-122008http://nbn-resolving.de/urn:nbn:de:hebis:26-opus-85140https://jlupub.ub.uni-giessen.de/handle/jlupub/17122http://dx.doi.org/10.22029/jlupub-16500Although researchers agree on the use of structured interviews in personnel selection, past research has been undecided on whether these interviews need to be conducted nontransparently (i.e., without giving interviewees any indication of the evaluated criteria) or transparently (i.e., by revealing to interviewees the dimensions assessed in the interview). This article presents two independent studies examining the effects of interview transparency on interviewees´ performance and on the interview´s construct and criterion-related validity in the context of an application training program. Results from both Study 1 (N = 123) and Study 2 (N = 269) indicate an improvement in interviewees´ performance under transparent interview conditions. Both studies further support the assumption that transparent interviews show satisfactory construct validity, whereas nontransparent interviews do not. Moreover, Study 2 showed no significant difference between the interview´s criterion-related validity under transparent versus nontransparent conditions. Implications and directions for future research are discussed.enIn Copyrightstructured interviewpersonnel selectioninterview transparencyinterview validityddc:150