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Modern Selection Procedures

In: The Theory and Practice of Systematic Personnel Selection

Author

Listed:
  • Mike Smith

    (University of Manchester)

  • Ivan T. Robertson

    (University of Manchester)

Abstract

The use of some form of test is a feature of many personnel selection procedures. Often these tests take the form of a pencil-and-paper psychological test (for example, general intelligence, numerical ability, aptitude or personality). To the designer of the personnel selection procedure the rationale for using the chosen tests will be perfectly clear. In a well-designed scheme, job analysis and other preparatory work will have identified the psychological characteristics that are thought to be good predictors of successful job performance. Tests will then have been selected to identify the candidates who display these desired characteristics. From the point of view of the candidates, however, the justification for the chosen tests may well be less clear. Often candidates are asked to display behaviour that is rather different from the behaviour that they will eventually be expected to display at work. Thus an applicant for a job as a machine operator may be expected to take tests of general intelligence, numerical aptitude and mechanical aptitude. The potential machine operator may well not be asked to operate any machinery.

Suggested Citation

  • Mike Smith & Ivan T. Robertson, 1993. "Modern Selection Procedures," Palgrave Macmillan Books, in: The Theory and Practice of Systematic Personnel Selection, edition 0, chapter 11, pages 213-238, Palgrave Macmillan.
    • Handle: RePEc:pal:palchp:978-1-349-22754-9_11
    DOI: 10.1007/978-1-349-22754-9_11
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