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The predictive validity of structured interviews can be significantly enhanced by combining them with a measure of general mental ability. This approach leverages the strengths of both assessment methods. Structured interviews are designed to systematically evaluate candidates based on predetermined criteria, leading to more consistent and objective assessments. However, they may not capture all relevant aspects of a candidate's potential performance.

Adding a measure of general mental ability provides further insights into a candidate's cognitive capabilities, problem-solving skills, and adaptability. Research consistently shows that general mental ability is one of the strongest predictors of job performance across various occupations. When these two assessment methods are used together, they create a more comprehensive evaluation process. The structured interview helps to assess specific competencies and behaviors relevant to the job, while the measure of general mental ability assesses cognitive potential, thus increasing the overall predictive validity for job performance.

Other options, such as using structured interviews alone or integrating both structured and unstructured items, may not yield the same enhancement in predictive validity. Structured interviews by themselves can provide valuable insights, but they may lack the breadth that general mental ability measures can provide. Similarly, including unstructured items can introduce variability and subjectivity, potentially undermining the reliability and predictive power of the interview process.