The selection interview is now widely used in candidate selection. However, interviewers and professional practitioners are often ignorant of the wealth of research that can be used to inform practice and thus optimize recruitment decisions. This is one area where psychologists working in I-O psychology could focus more attention on communicating research findings in ways that are more accessible to practitioners. When it comes to setting up a selection process many lay interviewers are uncertain where to begin. It should be our charge to develop a learning process, perhaps in the form a matrix listing various predictive criteria (e.g., integrity, job performance, personality) and the optimal interview formats to utilize. The matrix would offer optional selection devices for specific criteria (e.g., in-basket task, inventories) to complement the interview. The matrix could serve as a quick reference for interviewers who are embarking on the initial phases of their selection process.
There are several gaps in the selection interview literature to which we might well aim our future research. One of these areas is finding methods to mitigate the effects of interviewer bias. As discussed, interviewers can be biased against candidates who have certain qualities, ranging from a non-native accent to conspicuous physical stigmas. Safeguards to mitigate these biases (e.g., standardized rating forms, training of interviewers, note-taking) can reduce these biases to some extent, but more foolproof techniques are needed and shown to significantly reduce bias.
Another research area to explore is utilizing applied samples of professional recruiters and job applicants. Samples of convenience that frequently utilize college students in simulated employment interviews seem to be the norm for the majority of selection interview research. However, researchers are encouraged to take it to the next level and network with practitioners in the field and solicit applied samples. Though these relationships can be difficult to form for legal reasons, the wealth of knowledge that is obtained from these samples will undoubtedly advance our knowledge base considerably.
Equally important is targeting multicultural populations. Cross-cultural research in the selection interview is very limited and could be greatly expanded. With our ever-expanding global workforce, interviewers must be well versed in cultural differences in interview procedures, biases and phrasing of interview questions. The generalizability of selection interview theory is limited due to the lack of cross-cultural studies.