How would an organization evaluate (i.e.. test) the validity of a cue that interviewers use in job interviews?

An advice column on how to perform well in job interviews made several recommendations for job candidates. These included arriving on time, using a firm handshake, looking the interviewer in the eye, speaking clearly and with confidence, and having good knowledge of the job requirements and the employing company. Using the basic perception model, explain how a typical interviewer makes inferences from a job candidate’s handshake, demeanor, & way of speaking, and how these inferences may affect the hiring decision. Give two specific examples of an interviewer using cues from a job candidate’s interview performance to make inferences about the candidate’s motivation and ability to perform well on the job. Specify precisely what cues the interviewer is using. Explain what “cue validity” means in the hiring process. Illustrate cue validity by using a specific job interview example. Give an example of a cue that may often be used but that probably has low validity. How would an organization evaluate (i.e.. test) the validity of a cue that interviewers use in job interviews? Briefly sketch out the method an organization should use to test cue validity.

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