A situational interview was developed for use in the selection of convenience store cashiers. One hundred two newly hired cashiers were interviewed using the situational interview. Ninety days later, a performance appraisal was completed for all subjects who were still employed. There was no significant difference in interview scores between those still working 90 days after hire and those who were not (t = 1.14, df = 100, n.s.). Correlations between the total interview scores and the total performance appraisal scores were generally very low or negative. Potential explanations for the failure of the interview to predict turnover or job performance are discussed

Subjects, 432 convenience store cashiers, were divided into long-tenure and short-tenure groups. Chi-square analysis of application blank information for a weighting sample drawn from both groups revealed two items which significantly (p < .05) differentiated between the long tenure and short-tenure groups: number of previous jobs and full-time/part-time preference. Response weights were computed for these two items and used to calculate composite scores for the remaining holdout sample. A significant reduction in turnover would have occurred at the highest composite score level, if used as a hiring cut off. Results were tempered by several considerations, including a high percentage of false negatives and an insignificant linear relationship between composite scores and tenure.