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Predicting job performance: A comparison of expert opinion and research findings


  • Stephen Dakin

    (University of Canterbury - Christchurch - New Zealand)

  • JS Armstrong

    (The Wharton School - University of Pennsylvania)


A survey was conducted of New Zealand personnel consultants. Their beliefs about the validity of various selection tools and their claimed usage of these tools was then compared with the validities in a previously published meta-analysis. The experts claimed to use the predictors they believed to be most valid. However, their beliefs about validity were unrelated to empirically demonstrated validities (Spearman's rho = -0.06). Suggestions were made on the types of research that are needed to improve predictive ability in selection and on the ways in which practitioners can use existing research.

Suggested Citation

  • Stephen Dakin & JS Armstrong, 2004. "Predicting job performance: A comparison of expert opinion and research findings," General Economics and Teaching 0412005, University Library of Munich, Germany.
  • Handle: RePEc:wpa:wuwpgt:0412005
    Note: Type of Document - pdf; pages: 8

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    References listed on IDEAS

    1. Slovic, Paul & Fleissner, Dan & Bauman, W Scott, 1972. "Analyzing the Use of Information in Investment Decision Making: A Methodological Proposal," The Journal of Business, University of Chicago Press, vol. 45(2), pages 283-301, April.
    2. Janz, Tom & Etherington, Lois, 1985. "Using forecasted net benefits in designing improved recruitment and selection systems," International Journal of Forecasting, Elsevier, vol. 1(3), pages 287-296.
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    Cited by:

    1. Philippe Jacquart & J. Scott Armstrong, 2013. "The Ombudsman: Are Top Executives Paid Enough? An Evidence-Based Review," Interfaces, INFORMS, vol. 43(6), pages 580-589, December.
    2. Oliver Fabel & Razvan Pascalau, 2007. "Recruitment of Overeducated Personnel: Insider-Outsider Effects on Fair Employee Selection Practices," TWI Research Paper Series 18, Thurgauer Wirtschaftsinstitut, Universität Konstanz.
    3. Armstrong, J. Scott, 1996. "The validity of employment interviews: A comprehensive review and meta-analysis : Michael A. McDaniel, D.L. Whetzel, F.L. Schmidt and S.D. Maurer, 994, Journal of Applied Psychology, 79, 599-615," International Journal of Forecasting, Elsevier, vol. 12(2), pages 317-318, June.
    4. Armstrong, J. Scott, 1996. "Predicting insurance agent turnover using a video-based judgement test : Anthony T. Dalessio, 1994, Journal of Business an Psychology, 9, 23-32," International Journal of Forecasting, Elsevier, vol. 12(2), pages 322-323, June.
    5. Armstrong, J. Scott, 2003. "Discovery and communication of important marketing findings: Evidence and proposals," Journal of Business Research, Elsevier, vol. 56(1), pages 69-84, January.
    6. Oliver Fabel & Razvan Pascalau, 2013. "Recruitment of Seemingly Overeducated Personnel: Insider--Outsider Effects on Fair Employee Selection Practices," International Journal of the Economics of Business, Taylor & Francis Journals, vol. 20(1), pages 57-82, February.
    7. Mauksch, Stefanie & von der Gracht, Heiko A. & Gordon, Theodore J., 2020. "Who is an expert for foresight? A review of identification methods," Technological Forecasting and Social Change, Elsevier, vol. 154(C).

    More about this item


    Employee selection; Forecasting; Job performance; Predictor validity; Research vs. expert opinion.;

    JEL classification:

    • A - General Economics and Teaching

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