Job interview

Job-relevant interview content: Interview questions are generally designed to tap applicant attributes that are specifically relevant to the job for which the person is applying. The job-relevant applicant attributes that the questions purportedly assess are thought to be necessary for successful performance on the job. The job-relevant constructs that have been assessed in the interview can be classified into three categories: general traits, experiential factors, and core job elements. The first category refers to relatively stable applicant traits. The second category refers to job knowledge that the applicant has acquired over time. The third category refers to the knowledge, skills, and abilities associated with the job.
General traits:

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  Mental ability: Applicants' capacity to listen, to communicate, to work with a team, to have attention to detail,^[9] and to learn and process information,^[6]
  
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  Personality: Conscientiousness, agreeableness, emotional stability, extroversion, openness to new experiences^[5][6][7]
  
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  Interest, goals, and values: Applicant motives, goals, and person-organization fit^[6]
  

Experiential factors:

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  Experience: Job-relevant knowledge derived from prior experience^[6][7]
  
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  Education: Job-relevant knowledge derived from prior education
  
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  Training: Job-relevant knowledge derived from prior training
  

Core job elements:

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  Declarative knowledge: Applicants' learned knowledge^[7]
  
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  Procedural skills and abilities: Applicants' ability to complete the tasks required to do the job^[10]
  
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  Motivation: Applicants' willingness to exert the effort required to do the job^[11]
  

Interviewee performance Interviewer evaluations of applicant responses also tend to be colored by how an applicant behaves in the interview. These behaviors may not be directly related to the constructs the interview questions were designed to assess, but can be related to aspects of the job for which they are applying. Applicants without realizing it may engage in a number of behaviors that influence ratings of their performance. The applicant may have acquired these behaviors during training or from previous interview experience. These interviewee performance constructs can also be classified into three categories: social effectiveness skills, interpersonal presentation, and personal/contextual factors.