Validity and Utility of Alternative Predictors of Job Performance

  title={Validity and Utility of Alternative Predictors of Job Performance},
  author={John Edward Hunter and Ronda F. Hunter},
  journal={Psychological Bulletin},
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 validity of .53. For selection on the basis of current job performance, the work sample test, with mean validity of .54, is slightly better. For federal entry-level jobs, substitution of an alternative predictor would cost from $3.12 billion (job tryout) to $15.89 billion per year (age). Hiring on ability… Expand
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