[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-298424-105":59,"doc-detail-298424-en":131},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":124,"head_meta":126,"extra_data":128,"updated_unix":130},105,"en","the-validity-and-utility-of-selection-methods-in-personnel-psychology-practical-and-theoretical-implications-of-100-years-of-research-findings","The Validity and Utility of Selection Methods in Personnel Psychology - Practical and Theoretical Implications of 100 Years of Research Findings","","This paper summarizes the practical and theoretical implications of 100 years of research in personnel selection. Based on meta-analytic findings, it reports validity estimates for 31 procedures predicting job performance and for combinations involving general mental ability (GMA) with other selection methods. It also analyzes 16 predictors in job training contexts. Two top combinations—GMA plus an integrity test and GMA plus a structured interview—show the highest multivariate validity and utility and apply to both entry-level and experienced hiring, supporting theory development.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/the-validity-and-utility-of-selection-methods-in-personnel-psychology-practical-and-theoretical-implications-of-100-years-of-research-findings/298424/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/the-validity-and-utility-of-selection-methods-in-personnel-psychology-practical-and-theoretical-implications-of-100-years-of-research-findings/298424.png","ImageObject",300,407,{"name":92,"@type":93},"Ethan Miller","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-03","2026-09-18",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",21,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What does the paper focus on in personnel selection research?","Question",{"text":113,"@type":114},"It synthesizes the practical and theoretical implications of a century of research on personnel selection, emphasizing validity and utility for predicting job performance and training outcomes.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"How are validity and utility findings derived in this work?",{"text":118,"@type":114},"They are based on meta-analytic findings that estimate validity for multiple selection procedures and for combinations involving general mental ability (GMA).",{"name":120,"@type":111,"acceptedAnswer":121},"Which two selection combinations are identified as having the highest multivariate validity and utility?",{"text":122,"@type":114},"GMA combined with an integrity test and GMA combined with a structured interview show the highest multivariate validity and utility for predicting job performance, and similar results appear for job training.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},298424,1789757324,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":140,"language":141,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":142,"faqs":143,"seo_title":144,"seo_description":67,"update_tm":130,"read_time":145,"preview_page_count":4},687207017582,"https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d","See discussions, stats, and author profiles for this publication at: [https://www. researchgate. net/publication/309203898](https://www. researchgate. net/publication/309203898)  \nThe Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years . ..  \nWorking Paper · October 2016 DOI: 10. 13140/RG.2.2.18843.26400  \nCITATIONS 0  \nREADS 587  \n1 author:  \nFrank L. Schmidt  \nUniversity of Iowa  \n222 PUBLICATIONS 26,512 CITATIONS  \nSEE PROFILE  \nAll in-text references underlined in blue are linked to publications on ResearchGate, letting you access and read them immediately.  \nAvailable from: Frank L. Schmidt  \nRetrieved on: 15 November 2016  \nValidity and Utility of Selection Methods 1  \nRunning Head: Validity and Utility of Selection Methods  \nWorking Paper  \nThe Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years of Research Findings  \nFrank L. Schmidt  \nUniversity of Iowa  \nIn-Sue Oh  \nTemple University  \nJonathan A. Shaffer  \nWest Texas A&M University  \n* This working paper was prepared as an update to Schmidt and Hunter (1998). We have made it available on Research Gate and SSRN because of repeated requests for such updates from practitioners and researchers from all over the world. We intend to publish aversion of this paper later.  \nAuthors’Note. Frank L. Schmidt, Department of Management and Organizations, University of Iowa, Iowa City, IA 52242, and Gallup Organization; In-Sue Oh, Department of Human Resource Management, Fox School of Business, Temple University, Philadelphia, PA 19122. Email: [insue.oh@temple.edu](insue.oh@temple.edu); Jonathan Shaffer, Department of Management Marketing, and General Business, College of Business, West Texas A&M University. Email:  \n[jshaffer@wtamu.edu](jshaffer@wtamu.edu. Enquiries)[.](jshaffer@wtamu.edu. Enquiries)[ Enquiries](jshaffer@wtamu.edu. Enquiries) concerning this paper should be sent to Frank L. Schmidt, Department of Management and Organizations, University of Iowa, Iowa City 52242. Email:  \n[frank-schmidt@uiowa.edu](frank-schmidt@uiowa.edu)  \nValidity and Utility of Selection Methods 2  \nAbstract  \nThis paper summarizes the practical and theoretical implications of 100 years of research in personnel selection. On the basis of meta-analytic findings, this paper presents the validity of 31 procedures for predicting job performance and the validity of paired combinations of general mental ability (GMA) and the 29 other selection procedures. Similar analyses are presented for 16 predictors of performance in job training programs. Overall, the two combinations with the highest multivariate validity and utility for predicting job performance were GMA plus an integrity test (mean validity of .78) and GMA plus a structured interview (mean validity of .76) . Similar results were obtained for these two combinations in the prediction of performance in job training programs. A further advantage of these two combinations is that they can be used for both entry level hiring and selection of experienced job applicants. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed.  \nKeywords: personnel selection, meta-analysis, validity generalization, selection utility, job performance.  \nValidity and Utility of Selection Methods 3  \nThis paper is an update of Schmidt and Hunter (1998), which summarized 85 years of research findings on the validity of job selection methods up to 1998. That article that has been cited over 3,400 times, suggesting that an update of findings would be of interest to researchers, practitioners, and employers. The ensuing period of nearly 20 years has indeed seen methodological developments and additional research findings that refine and improve the accuracy of the validity estimates presented in the 1998 article.","cbCaikM4NvwWvkKs","https://ap.wps.com/l/cbCaikM4NvwWvkKs","pdf",1055788,74,"English","# Abstract\n# Summary of validity and utility findings\n# Update rationale versus 1998 research\n## Meta-analytic refinements and range restriction correction\n## Expanded evidence on newer predictors\n# Presentation of selection procedures by incremental validity\n# Implications for theory of job performance","[{\"question\":\"What does the paper focus on in personnel selection research?\",\"answer\":\"It synthesizes the practical and theoretical implications of a century of research on personnel selection, emphasizing validity and utility for predicting job performance and training outcomes.\"},{\"question\":\"How are validity and utility findings derived in this work?\",\"answer\":\"They are based on meta-analytic findings that estimate validity for multiple selection procedures and for combinations involving general mental ability (GMA).\"},{\"question\":\"Which two selection combinations are identified as having the highest multivariate validity and utility?\",\"answer\":\"GMA combined with an integrity test and GMA combined with a structured interview show the highest multivariate validity and utility for predicting job performance, and similar results appear for job training.\"}]","The Validity and Utility of Selection Methods in Personnel Psychology - Practical and Theoretical Implications of 100 Years of Research Findings | PDF",186]