The Validity and Utility of Selection Methods in Personnel Psychology¶
Schmidt, F. L., & Hunter, J. E. (1998). The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings. Psychological Bulletin, 124(2), 262-274.
Cited by¶
2 citations across 2 artifacts.
Each citation links to the sentence it supports in the citing article.
Mechanisms¶
- Hiring Review Rubric
- Its strength is well established: structured, criteria-based evaluation predicts job performance markedly better than unstructured "let's just talk and see" interviews
This sourceReports higher meta-analytic validity for structured than unstructured employment interviews in predicting job performance.
- Its strength is well established: structured, criteria-based evaluation predicts job performance markedly better than unstructured "let's just talk and see" interviews
- Structured Interview
- A structured interview is the right screen when the attribute is best revealed by how a candidate reasons and responds live, and consistency across candidates and raters matters — it is consistently more predictive of performance than an unstructured chat.
This sourceReports higher criterion-related validity for structured employment interviews than for unstructured interviews.
- A structured interview is the right screen when the attribute is best revealed by how a candidate reasons and responds live, and consistency across candidates and raters matters — it is consistently more predictive of performance than an unstructured chat.
Verification¶
Does it exist? Confirmed. This work's DOI resolves to a registered record, which fixes its identity. That is all it fixes.
Does it back the claim? Not recorded. Neither this nor any other of the 2 citations of this work carries a recorded support check.
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Registry ID ref:e9657d5dfd4c · see in the full table