Human resource management practice I also available by michael armstrong

Choice of selection methods

There  is  a  choice  between  the  selection  methods. 

The  most  important  criterion  is  the  ability  of  a  

selection  method  or  combination  of  methods  to 

predict  future  performance.  Predictive  ability  is  

expressed as a coefficient – complete validity would 

be 1.0; no validity would be 0.0.

The  meta-analysis  on  the  validity  of  different  

selection  methods  conducted  by  Schmidt  and 

Hunter  (1998:  265),  which  covered  85  years  of  

research findings, produced the following predictive 

validity coefficients:

Intelligence tests and structured  

interviews 

.63

Intelligence tests and unstructured  

interviews 

.55

Assessment centres and structured  

interviews 

.53

Intelligence tests only 

.51

Structured interviews only 

.51

Unstructured interviews only 

.38

Assessment centres only 

.37

Graphology only 

.02

Robertson  and  Smith  (2001)  added  personality  

assessments  to  this  list,  with  a  validity  coefficient  

of .37.

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