Personnel Selection

Personnel Selection 

Key Words 

span style=\"font-weight: normal;\

Abstract 

Contents 

introduction

can we predict traditional outcome measures betterbecause of better understanding of the cirterion domain and criterion measurement?  

Conceptualization of the Criterion Domain

Predictor-Criterion Matching

The Role of Time in Criterion Measurement

Predicting Performance Over Time

Criterion Measurement

can we predict traditional outcome measures betterbecause of improved measurement of existing predictor methods or constructs? 

Measure the Same Construct with Another Method

Improve Construct Measurement

Increase Contextualization

Reduce Response Distortion

Impose Structure

can we predict traditional outcome measures betterbecause of identification and measurement of new predictor methods or constructs? 

Emotional Intelligence

Situational Judgment Tests

can we predict traditional outcome measures betterbecause of improved identification of features that moderate or mediate relationships? 

Situation-Based Moderators

Person-Based Moderators

Individual Predictors

Mediators

can we predict traditional outcome measures betterbecause of clearer understanding of relationships between predictors andcriteria? 

Incremental Validity

identification and prediction of new outcome variables 

improved abiliy to estimate predictor-criterion relationships 

Linearity

Meta-Analysis

Range Restriction

Subgroup Mean Differences

Mechanisms for Reducing Differences

Forecasting Validity and Adverse Impact

Differential Prediction

improved administrative ease with which selecton systems can be used 

improved measuement of and insight into consequences of applicant reactions 

Consequences of Applicant Reactions

Methodological Issues

Influencing Applicant Reactions

Measurement of Applicant Reactions

improved decision-maker acceptance of selection systems 

Conclusion