The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 100 years of research findings

Abstract

This paper summarizes the results of a century of research in personnel selection, with particular focus on the validity and utility of different selection procedures for predicting job performance and training success. The authors use meta-analysis to estimate the mean validity of 31 selection procedures, as well as their incremental validity when paired with general mental ability (GMA). Similar analyses are presented for 16 predictors of performance in job training programs. Overall, the combinations with the highest validity and utility are GMA plus an integrity test and GMA plus a structured interview. A further advantage of these two combinations is their applicability for both entry-level and experienced job applicants. The practical implications of these findings are substantial, and the authors discuss their implications for theories of job performance. – AI-generated abstract