The Employment Interview as a Sociometric Selection Technique

Abstract

Argues that the employment interview continues to be used because it serves organizational functions other than the prediction of job performance. A review of research on the interview suggests that it is used by organizations as a form of sociometric selection; 3 features of the traditional interview give it a sociometric quality. The use of sociometric techniques to diagnose, restructure, and form new groups can benefit an organization; a faculty job interview process illustrates the group nature of the process. Although the employment interview can allow the organization to experience the benefits associated with sociometric selection, including increased job satisfaction and communication, this type of selection can also be dysfunctional (e.g., by leading to a lack of diversity in the organization)