Publication Type

Journal Article

Version

acceptedVersion

Publication Date

11-2020

Abstract

This paper discusses how and why the field of personnel selection has made a long-lasting mark in work and organizational psychology. We start by outlining the importance and relevance of the well-established analytical framework (criterion-related validity, incremental validity, utility) for examining the impact of selection at the individual (job performance) level. We also document the substantive criterion-related validities of most common selection procedures on the basis of cumulative meta-analytic research. Next, we review more recent research that investigated the impact of selection at the more macro organizational (firm performance) level. We show that the positive relationship between selection and performance at the individual-level translates to the organizational-level. Finally, we draw upon a longstanding project on situational judgement tests to exemplify the tradition of implementing interventions for improving the way selection is done in specific settings. We reflect on the reasons for this programme's impact on the selection process and its decision makers. We end with recommendations to researchers in personnel selection and other fields for increasing the impact of their research projects.

Keywords

Personnel Selection, validity, job Performance, firm Performance, situational Judgement Tests, impact;human Capital, utility

Discipline

Industrial and Organizational Psychology | Organizational Behavior and Theory

Research Areas

Organisational Behaviour and Human Resources

Publication

European Journal of Work and Organizational Psychology

Volume

30

Issue

3

First Page

444

Last Page

455

ISSN

1359-432X

Identifier

10.1080/1359432X.2020.1849386

Publisher

Taylor & Francis (Routledge): STM, Behavioural Science and Public Health Titles

Additional URL

https://doi.org/10.1080/1359432X.2020.1849386

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