kinds of content as follows – situational content was described as interview questions that get information on how the interviewee would behave in specific situations presented by the interviewer. For example, a question that asks whether the interviewee would choose to report a coworker for behaving in an unethical way or just let them go. Job related questions, on the other hand, assess the interviewee's past behavior and job-related information. While psychological interviews include questions intended to assess the interviewee's personality traits such as their work ethic, dependability, honesty etc. The authors conducted a meta-analysis of all previous studies on the validity of interviews across the three types of content mentioned above. Their results show that for job-performance criteria, situational interviews yield higher mean validity(0.50) than do job-related interviews(0.39) which yield a higher mean validity than do psychology interviews(0.29). This means that when the interview is used to predict job performance, it is best to conduct situational interviews rather than job-related or psychological interviews. On the other hand, when interviews are used to predict an applicant's training performance, the mean validity of job-related interviews(0.36) is somewhat lower than the mean validity of psychological interviews(0.40). Going beyond the content of the interview, the authors' analysis of interview validity was extended to include an assessment of how the interview was conducted. Here, two questions emerged – Are structured interviews more valid than unstructured interviews ? and are board interviews( with more than one interviewer) more valid than individual interviews. Their answer to the first question – Are structured interviews more valid unstructured interviews was that structured interviews, regardless of content, is more valid(0.44) than unstructured interviews(0.33) in predicting job performance criteria. However, when training performance is the criteria, the validity of structured and unstructured interviews are similar (0.34 and 0.36). As for the validity of board interviews versus individual interviews, the researchers conducted another meta-analyses comparing the validity of board interviews and individual interviews for job performance criteria. The results show that individual interviews are more valid than board interviews( 0.43 vs 0.32). This is true regardless of whether the individual interview is structured or unstructured. When exploring the variance in interview validity between job performance, training performance, and tenure criteria, the researchers found that the interviews are similar in predictive accuracy for job-performance and training performance( 0.37 vs 0.36). But less predictive for tenure (0.20). Validity of cognitive ability and personality