There has been a growing interest in understanding what constructs are assessed in the employment interview and the properties of those assessments. To address these issues, the authors developed a comprehensive taxonomy of 7 types of constructs that the interview could assess. Analysis of 338 ratings from 47 actual interview studies indicated that basic personality and applied social skills were the most frequently rated constructs in this taxonomy, followed by mental capability and job knowledge and skills. Further analysis suggested that high-and low-structure interviews tend to focus on different constructs. Taking both frequency and validity results into consideration, the findings suggest that at least part of the reason why structured interviews tend to have higher validity is because they focus more on constructs that have a stronger relationship with job performance. Limitations and directions for future research are discussed.