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

Abstract

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 predictingjob performance and training performance and the validity if paired combinations of genreal mental ability (GMA) and the 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utlility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed.