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).