Other Predictors

Mike Smith and Ivan T. Robertson
Additional contact information
Mike Smith: University of Manchester Institute of Science and Technology
Ivan T. Robertson: University of Manchester Institute of Science and Technology

Chapter 10 in The Theory and Practice of Systematic Staff Selection, 1986, pp 205-224 from Palgrave Macmillan

Abstract: Abstract The principal method of personnel selection used in most organisations is the selection interview (see Robertson and Makin, in press). Psychological tests and work-sample tests are also mainstream methods of personnel selection that are used fairly frequently and seem to display reasonable predictive power (see chapters 6, 8, 9). There are, however, several other predictors that are worth considering, perhaps because they produce particularly good validities (for example, the use of biographical data), or because they are useful in special situations (for example, self-assessment), or because they are interesting and controversial (for example, handwriting analysis and astrology).

Keywords: Application Form; Minnesota Multiphasic Personality Inventory; Validity Coefficient; Biographical Information; Personnel Selection (search for similar items in EconPapers)
Date: 1986
References: Add references at CitEc
Citations:

There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it.

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:pal:palchp:978-1-349-07132-6_10

Ordering information: This item can be ordered from
http://www.palgrave.com/9781349071326

DOI: 10.1007/978-1-349-07132-6_10

Access Statistics for this chapter

More chapters in Palgrave Macmillan Books from Palgrave Macmillan
Bibliographic data for series maintained by Sonal Shukla () and Springer Nature Abstracting and Indexing ().