Employment interviews are one of the most widely used selection tools across organizations, industries, and countries (Dipboye, 1992, 1997; Dip-boye & Jackson, 1999; Ryan, McFarland, Baron, & Page, 1999; Salgado, Viswesvaran, & Ones, 2001; Wilk & Cappelli, 2003, Table 1). Interviews also play an important role in government employment decisions, particularly at the Federal level (U.S. Merit Systems Protection Board, 2003). Likewise, employment interviews have long been a focus of both laboratory (e.g., Highhouse & Bottrill, 1995; Motowidlo & Burnett, 1995; Paunonen, Jack-son, & Oberman, 1987; Purkiss, Perrewe, Gillespie, Mayes, & Ferris, 2006) and field (e.g., Chapman & Zweig, 2005; Maurer & Solamon, 2006; van der Zee, Bakker, & Bakker, 2002) research. Although the use of employment interviews is widespread, a wealth of research indicates that not all inter-views are equally valid predictors of future job performance. In particular,