The purpose of this investigation was to assess the effect of race on employment interview evaluations. A meta-analysis of 31 studies found that both Black and Hispanic applicants received interview ratings that on average were only about one quarter of a standard deviation lower than those for White applicants. Thus, interviews as a whole do not appear to affect minorities nearly as much as mental ability tests. Results also suggested that (a) high-structure interviews have lower group differences on average than low-structure interviews, (b) group differences tend to decrease as the complexity of the job increases, and (c) group differences tend to be higher when there is a greater proportion of a minority in the applicant pool. Implications and directions for future research are discussed.