Human‐resource professionals (n = 201) were presented with meta‐analytic validity coefficients associated with unstructured and structured employment interviews. When presented alone, the unstructured interview received a higher effectiveness rating—despite having a smaller validity coefficient—than the structured interview received (d = −.30). When presented together, however, the structured interview was strongly favored (d = .61). The inclusion of the endpoints of the range of operational validities for all selection methods made the presentation‐mode by interview‐structure interaction disappear.