With predictive validity of 0.7, are Assessment Centers really the Rolls Royce of selection methods?
I would challenge this idea and below you can find a good hint why.
More elaboration on Assessment Centers coming soon..
Showing posts with label predictive validity. Show all posts
Showing posts with label predictive validity. Show all posts
Measuring in Recruitment - Predictive validity
In a selection process, the only aim is to predict future performance/success. By using a recruitment tool, if one could perfectly predict future performance (of course one should also define ideal performance) there would be no need for any other tool.
Many many tools are used to find a good match for organizations but do you know how well these tools are predicting future job performance? In this case it might be a good idea to know the predictive validity of these tools.
Pilbeam, S., & Corbridge, M. (2006). People resourcing: Contemporary HRM is practice (3rd ed.). Essex – England: Printice Hall.
More coming soon on the selection methods and HR tools..
Many many tools are used to find a good match for organizations but do you know how well these tools are predicting future job performance? In this case it might be a good idea to know the predictive validity of these tools.
Pilbeam, S., & Corbridge, M. (2006). People resourcing: Contemporary HRM is practice (3rd ed.). Essex – England: Printice Hall.
More coming soon on the selection methods and HR tools..
Subscribe to:
Posts (Atom)