Jennifer R. Rineer, Donald M. Truxillo and Talya Bauer

in Management

ISBN: 9780199846740
Published online January 2013 | | DOI:

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Selection (also referred to as “personnel selection” or “employee selection”) refers to the process of hiring (and also promoting) individuals for employment. According to the standards of the field of industrial/organizational (I/O) psychology, selection systems must be based on job analysis, which ensures that criteria used to select employees are job related. The basis of selection is an understanding of the knowledge, skills, and abilities (KSAs) or competencies necessary for a particular job or group of jobs. A variety of different selection procedures are available to measure characteristics of the job applicant that are deemed to be important to the job. These selection procedures (or “predictors”) include, but are not limited to, interviews, work sample tests, cognitive ability tests, and personality tests; these predictors are then used to make inferences regarding whether an individual is right for the job. These procedures are often most effective when used in combination, and each aims to predict future performance. Selection is often conducted in-house by companies’ human resource departments but can also be done by outside consultants or firms. The aim of the study of selection in I/O psychology is to build upon the understanding of selection procedures and issues in order to increase the ability of selection methods to predict future performance and to increase knowledge of the effects of selection procedures on both individuals and organizations.

Article.  10576 words. 

Subjects: Business and Management

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