How to Improve the Accuracy and Reduce the Cost of Personnel Selection

One of the clearest lessons to emerge from decades of research on personnel selection is that the traditional face-to-face job interview is terrible for predicting future job performance. The sad truth is that no selection tool is perfect, and future performance cannot be predicted precisely, but th...

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Veröffentlicht in:	California management review 2017-11, Vol.60 (1), p.8-17
1. Verfasser:	Moore, Don A.
Format:	Artikel
Sprache:	eng
Schlagworte:	Accuracy Employment interviews Job performance Management science Organizational behavior Personnel selection Predictive validity Truth
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description	One of the clearest lessons to emerge from decades of research on personnel selection is that the traditional face-to-face job interview is terrible for predicting future job performance. The sad truth is that no selection tool is perfect, and future performance cannot be predicted precisely, but the traditional interview is particularly bad. Fortunately, it is easy to improve the predictive validity of the job interview by structuring it around hard-to-fake tests of key skills and abilities that actually predict future performance. There are also other tools as accurate as a structured interview and substantially less expensive to administer.
doi_str_mv	10.1177/0008125617725288
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subjects	Accuracy Employment interviews Job performance Management science Organizational behavior Personnel selection Predictive validity Truth
title	How to Improve the Accuracy and Reduce the Cost of Personnel Selection
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