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Research article

The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years of Research Findings

Frank L. Schmidt; In-Sue Oh; Jonathan A. Shaffer

2016 • DOI

audience: factory-internalaudience: velaPeople Analyticsbridge (4)processed in meta-factory

Abstract

This paper summarizes the practical and theoretical implications of 100 years of research in personnel selection. On the basis of meta-analytic findings, this paper presents the validity of 31 procedures for predicting job performance and the validity of paired combinations of general mental ability (GMA) and the 29 other selection procedures. Similar analyses are presented for 16 predictors of performance in job training programs. Overall, the two combinations with the highest multivariate validity and utility for predicting job performance were GMA plus an integrity test (mean validity of .78) and GMA plus a structured interview (mean validity of .76). Similar results were obtained for these two combinations in the prediction of performance in job training programs. A further advantage of these two combinations is that they can be used for both entry level hiring and selection of experienced job applicants. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed.

Keywords

personnel selection · meta-analysis · validity generalization · selection utility · job performance

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Constructs (10)

  • General Mental Ability (GMA)

    GMA_001

    GMA, also called general cognitive ability and general intelligence, is a measure of an individual's overall mental capability, including reasoning, problem-solving, and learning abilities.

    Domains

    Performance ManagementLearning & Development

    GMA is the best predictor of job-related learning and job performance.

  • Integrity Tests

    INT_002

    Integrity tests are used to predict counterproductive work behaviors and overall job performance by assessing traits like conscientiousness, agreeableness, and emotional stability.

    Domains

    Performance ManagementEthics & Values

    Integrity tests have a low correlation with GMA, leading to a high incremental validity.

  • Structured Employment Interviews

    SEI_003

    Structured interviews are a type of employment interview with a fixed format and set of questions, often based on a job analysis.

    Domains

    Performance Management

    Structured interviews have a higher incremental validity over GMA compared to unstructured interviews.

  • Unstructured Employment Interviews

    UEI_004

    Unstructured interviews are employment interviews without a fixed format or set of questions, often relying on the interviewer's discretion.

    Domains

    Performance Management

    Unstructured interviews have a higher correlation with GMA, leading to a lower incremental validity compared to structured interviews.

  • Interests

    INT_005

    Interest measures assess an individual's preferences and inclinations towards certain types of activities or occupations, often matched to job types.

    Domains

    Careers

    Interest measures show higher validity when matched appropriately to job types.

  • Conscientiousness Measures

    CON_006

    Conscientiousness measures assess the personality trait characterized by diligence, carefulness, and a desire to do a task well.

    Domains

    Performance Management

    Conscientiousness measures have lower validity than integrity tests but are still practically useful.

  • Reference Checks

    REF_007

    Reference checks involve obtaining information about a job applicant's past job performance and behavior from previous employers.

    Domains

    Performance Management

    The validity of reference checks may be affected by legal constraints on the information provided.

  • Openness to Experience Measures

    OPE_008

    Openness to Experience measures assess a personality trait characterized by imagination, curiosity, and a broad range of interests.

    Domains

    Performance Management

    Openness to Experience functions as a suppressor variable in predicting job performance.

  • Biographical Data Measures (Biodata)

    BIO_009

    Biographical data measures include questions about past life experiences, such as family background, education, and hobbies, used to predict job performance.

    Domains

    Performance Management

    Biodata measures are empirically developed and can function as suppressor variables.

  • Job Experience (Years)

    EXP_010

    Job experience refers to the number of years of previous experience on the same or similar job, without information on past performance.

    Domains

    Performance Management

    Job experience predicts job performance only for the first 5 years on the job.

Related

Source profile (V0). This page is a thin scaffold over the factory_documents registry; richer treatment lands once the source is ingested into Vela's editorial corpus.