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Introduction

In personnel selection, the decision-maker's task is to predict which job applicants are most likely to perform their jobs well, to fit the organization or the workgroup, or occasionally, to remain on the job after being hired. Decisions are often made on the basis of general impressions, unstructured interviews, or other assessments of doubtful validity. There are, however, a number of methods of structured assessment that have been extensively validated and that are generally regarded as fair and cost-effective. These are described below.

Assessment Methods

Five types of tests and structured assessments are widely used in personnel selection and evaluation: (1) assessments of experience and background, (2) structured interviews, (3) standardized tests, (4) simulations and work samples, and (5) assessment centres. Each is discussed below.

Assessments of Biographical ...
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