The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.

@article{Schmidt1998TheVA,
  title={The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.},
  author={Frank L. Schmidt and John Edward Hunter},
  journal={Psychological Bulletin},
  year={1998},
  volume={124},
  pages={262-274}
}
This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and Ihe 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a… 

Tables from this paper

Meta-Analysis of the Validity of General Mental Ability for Five Performance Criteria: Hunter and Hunter (1984) Revisited
TLDR
A series of meta-analyses of the validity of general mental ability for predicting five occupational criteria, including supervisory ratings of job performance, production records, work sample tests, instructor ratings, and grades showed that job complexity is a moderator of the GMA validity for the performance criteria.
The British Psychological Society Personnel selection
The main elements in the design and validation of personnel selection procedures have been in place for many years. The role of job analysis, contemporary models of work performance and criteria are
Personnel selection
The main elements in the design and validation of personnel selection procedures have been in place for many years. The role of job analysis, contemporary models of work performance and criteria are
General Mental Ability and Personality Selection Tests: Applicant Perceptions of Fairness and Validity in the Hospitality Industry
The purpose of the current study was to examine applicants’ perceived validity and fairness of general mental ability (GMA)- and personality-based selection tests. Graduating students in a
Validity of General Mental Ability for the Prediction of Job Performance and Training Success in Germany: A Meta-Analysis
A meta-analysis into the operational validity of general mental ability (GMA) measures in Germany is presented. The meta-analysis addresses the question whether findings of US and European
Reconsidering vocational interests for personnel selection: the validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions.
TLDR
Results of a large validation study reveal that interests predicted a diverse set of criteria—including measures of job knowledge, job performance, and continuance intentions—with corrected, cross-validated Rs that ranged from .25 to .46 across the criteria (mean R = .31).
Moderation of selection procedure validity by employee race
Purpose – The aim of this study was to examine the effects of employee race on the validity of commonly used selection procedures over three time periods after hire.Design/methodology/approach – Data
Predictive Validity toward Job Performance of General and Specific Mental Abilities. A Validity Study across Different Occupational Groups
  • J. Grobelny
  • Psychology, Business
    Business and Management Studies
  • 2018
There are two main views on the role of cognitive abilities in job performance prediction. The first approach is based on meta-analysis and incremental validity analysis research and the main
...
1
2
3
4
5
...

References

SHOWING 1-10 OF 148 REFERENCES
A META‐ANALYSIS OF THE VALIDITY OF METHODS FOR RATING TRAINING AND EXPERIENCE IN PERSONNEL SELECTION
This paper reviews the validity evidence for systematic methods used to evaluate training and experience (T&E) ratings in personnel selection. Meta-analytic summaries of the data indicate that
The validity of employment interviews: A comprehensive review and meta-analysis.
This meta-analytic review presents the findings of a project investigating the validity of the employment interview. Analyses are based on 245 coefficients derived from 86,311 individuals. Results
A meta-analytic investigation of cognitive ability in employment interview evaluations: Moderating characteristics and implications for incremental validity.
The purpose of this investigation was to explore the extent to which employment interview evaluations reflect cognitive ability. A meta-analysis of 49 studies found a corrected mean correlation of
Quantifying the effects of psychological interventions on employee job performance and work-force productivity.
Quantification of the economic impact of psychological programs in organizations requires determination of (a) the size and variability of the resulting increase in job performance, and (b) the
The Validity of Job Knowledge Measures
The validity of written job knowledge tests as predictors of job performance and training success was examined. Based on a sample of 363,528 persons and 502 coefficients, meta-analyses were performed
Personnel selection.
This chapter reviews literature from approximately mid-1993 through early 1996 in the areas of performance and criteria, validity, statistical and equal opportunity issues, selection for work groups,
Task Differences as Moderators of Aptitude Test Validity in Selection: A Red Herring
This article describes results of two studies, based on a total sample size of nearly 400,000, examining the traditional belief that between-job task differences cause aptitude tests to be valid for
Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance.
The authors conducted a comprehensive meta-analysis based on 665 validity coefficients across 576,460 data points to investigate whether integrity test validities are generalizable and to estimate
Validity and Utility of Alternative Predictors of Job Performance
Meta-analysis of the cumulative research on various predictors of job performance shows that for entry-level jobs there is no predictor with validity equal to that of ability, which has a mean
EXPLORING THE BOUNDARY CONDITIONS FOR INTERVIEW VALIDITY: META‐ANALYTIC VALIDITY FINDINGS FOR A NEW INTERVIEW TYPE
This study uses meta-analysis of an extensive predictive validity data-base to explore the boundary conditions for the validity of. the structured interview as presented by McDaniel, Whetzel,
...
1
2
3
4
5
...