This article examines factors that compromise the validity and reliability of employment interview selection processes, with a focus on the influence of interviewer bias, format, and decision-making processes. The purpose of the present Systematic Review (SR) is to determine how different types and formats of interview modalities affect the selection process, consolidate empirical findings regarding the influence of the most widespread interviewer biases, and identify bias mitigation strategies that can enhance the interview selection process. The methodology used PECO and PRISMA criteria to identify keywords, define search strings, and 19 full review articles published between 2015 and 2025 in peer-reviewed journals. This time frame captures the most recent developments and relevant research, recognizing the opportunity to reflect this under-researched area, specifically the role of bias and interview format in employment selection processes. The results emphasize the importance of pre-and post-interview reflection, interviewer preparedness, and gathering applicant feedback to refine selection decisions. In conclusion, the interview process can be improved by offering interviewer refresher training, utilizing recorded interviews to minimize the effects of selective memory, and implementing bias-mitigation strategies, such as job analysis and interviewer self-awareness, to enhance the validity and reliability of employment selection interviews.
Morales et al. (Tue,) studied this question.
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