The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.

Schmidt, Frank L.; Hunter, John E.

doi:10.1037/0033-2909.124.2.262

Cited by 3,277 publications

(3,049 citation statements)

References 60 publications

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“…13 This paper reports on the development of the SJT and its psychometric properties when piloted with a sample of dental foundation candidates. SJT scores were also compared with the current selection process, comprising an application form and interview process.…”

Section: N B R I E F Educationmentioning

confidence: 99%

Could situational judgement tests be used for selection into dental foundation training?

Patterson

Ashworth²,

Mehra

et al. 2012

Br Dent J

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Section: N B R I E F Educationmentioning

confidence: 99%

Could situational judgement tests be used for selection into dental foundation training?

Patterson

Ashworth²,

Mehra

et al. 2012

Br Dent J

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“…These include not only mortality 18 and disability 16 , but also occupational exposures 32 . Moreover, mental ability at age 11 is itself related to events earlier in life including those before birth 15 .…”

Section: Future Uses Of the Datamentioning

confidence: 99%

The Scottish Mental Survey 1932 linked to the Midspan studies: a prospective investigation of childhood intelligence and future health

et al. 2003

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“…In the HRM field specific IQ-tests, typically utilized to evaluate verbal and/or analytic reasoning, are often introduced in selection procedures. The integration of these ability tests is driven by the fact that IQ demonstrated to be a superior predictor of job performance after recruitment (Schmidt & Hunter, 1998).…”

Section: Ability Componentmentioning

confidence: 99%

A multidisciplinary review into the definition, operationalization, and measurement of talent

Nijs

Gallardo-Gallardo

Dries

et al. 2014

Journal of World Business

203

191

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Organizations report great difficulty in measuring talent accurately, reflecting the lack of theoretical foundations for talent-identification in the HRM literature. This multidisciplinary review aims to contribute to the establishment of a stronger theoretical basis for talent-management by presenting a conceptual framework of talent in which the definition, operationalization and measurement of talent and its relation to excellent performance is clarified. We systematically introduce 11propositions into the framework, building on fragmented insights from the literature-from the fields of HRM, gifted education, positive psychology, and vocational psychology respectively-that will guide readers in understanding and applying the proposed framework. Starting from the HRM perspective on talent, we systematically incorporate insights from the divergent literature streams, which counteract some of the limitations inherent to the HRM literature and therefore can help establish better conceptual foundations for talent-management. The relationship between talent and excellent performance functions as a general framework within which issues of predictive and construct validity are addressed, across 11 research propositions. With the future research directions, we shed light on how talent-management scholars might further capitalize on the cross-fertilization between insights from different disciplines so as to gradually establish the theoretical foundations needed to transform talent-management into a legitimate field of academic study. By discussing managerial implications in the concluding part, we provide practical guidelines for designing talent-identification practices grounded in sound theory. Search StrategyTo achieve a comprehensive multidisciplinary review of the literature on talentwhich could account for the evolutions within the field-we used 1993 as the starting point of our literature search, thus covering insights developed over the last twenty years. We took four different steps to establish the final body of peer-reviewed, academic articles considered in this review.Step 1: Clarifying the Talent ConstructIn order to find those articles that would be most informative for achieving conceptual clarity about talent, we first developed a general working definition of TALENT: A MULTIDISCIPLINARY REVIEW 3 talent based on the meaning contemporary English dictionaries ascribe to the term (Gallardo-Gallardo, Dries & González-Cruz, 2013). In the English language, talent is commonly understood as corresponding to an above-average ability that makes the individuals who possess, detect, develop, and deploy it, perform excellently in a given performance domain (Gagné, 2004;Tansley, 2011).Step 2: Selecting Search Terms We started our search by tracking articles that had 'talent' in their titles. As we were interested in talent and talent-identification in the context of the business world, specifically, we selected Business Source Premier as the database of departure. The use of talent as a search term resulted ...

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The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.

Cited by 3,277 publications

References 60 publications

Could situational judgement tests be used for selection into dental foundation training?

Could situational judgement tests be used for selection into dental foundation training?

The Scottish Mental Survey 1932 linked to the Midspan studies: a prospective investigation of childhood intelligence and future health

A multidisciplinary review into the definition, operationalization, and measurement of talent

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