Personnel Selection

<h2><span style="font-weight: normal;">job performance, testing, validity, adverse impact, ability,personality&nbsp;</span></h2>

<h2><span style="font-weight: normal;">introduction</span></h2>

<h2><span style="font-weight: normal;">can we predict traditional outcome measures better<br>because of better understanding of the cirterion domain and criterion measurement? &nbsp;</span></h2>

<h2><span style="font-weight: normal;">can we predict traditional outcome measures better<br>because of improved measurement of existing predictor methods or constructs?&nbsp;</span></h2>

<h2><span style="font-weight: normal;">can we predict traditional outcome measures better<br>because of identification and measurement of new predictor methods or constructs?&nbsp;</span></h2>

<h2><span style="font-weight: normal;">can we predict traditional outcome measures better<br>because of improved identification of features that moderate or mediate relationships?&nbsp;</span></h2>

<h2><span style="font-weight: normal;">can we predict traditional outcome measures better<br>because of clearer understanding of relationships between predictors andcriteria?&nbsp;</span></h2>

<h2><span style="font-weight: normal;">identification and prediction of new outcome variables&nbsp;</span></h2>

<h2><span style="font-weight: normal;">improved abiliy to estimate predictor-criterion relationships&nbsp;</span></h2>

<h2><span style="font-weight: normal;">improved understanding of subgroup differences, fairness,<br>bias, and the legal defensibility of our selection systems&nbsp;</span></h2>

<h2><span style="font-weight: normal;">improved administrative ease with which selecton systems can be used&nbsp;</span></h2>

<h2><span style="font-weight: normal;">improved measuement of and insight into consequences of applicant reactions&nbsp;</span></h2>

<h2><span style="font-weight: normal;">improved decision-maker acceptance of selection systems&nbsp;</span></h2>