Personnel Selection

Posted: 6 Jun 2008

See all articles by Paul R. Sackett

Paul R. Sackett

University of Minnesota - Twin Cities

Filip Lievens

Ghent University-Universiteit Gent - Department of Personnel Management, Work and Organizational Psychology

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Abstract

We review developments in personnel selection since the previous review by Hough & Oswald (2000) in the Annual Review of Psychology. We organize the review around a taxonomic structure of possible bases for improved selection, which includes (a) better understanding of the criterion domain and criterion measurement, (b) improved measurement of existing predictor methods or constructs, (c) identification and measurement of new predictor methods or constructs, (d) improved identification of features that moderate or mediate predictor-criterion relationships, (e) clearer understanding of the relationship between predictors or between predictors and criteria (e.g., via meta-analytic synthesis), (f) identification and prediction of new outcome variables, (g) improved ability to determine how well we predict the outcomes of interest, (h) improved understanding of subgroup differences, fairness, bias, and the legal defensibility, (i) improved administrative ease with which selection systems can be used, (j) improved insight into applicant reactions, and (k) improved decision-maker acceptance of selection systems.

Keywords: job performance, testing, validity, adverse impact, ability, personality

Suggested Citation

Sackett, Paul R. and Lievens, Filip, Personnel Selection. Annual Review of Psychology, Vol. 59, January 2008. Available at SSRN: https://ssrn.com/abstract=1141954

Paul R. Sackett (Contact Author)

University of Minnesota - Twin Cities ( email )

420 Delaware St. SE
Minneapolis, MN 55455
United States

Filip Lievens

Ghent University-Universiteit Gent - Department of Personnel Management, Work and Organizational Psychology ( email )

B-9000 Ghent
Belgium

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