SELECTION RESEARCH
Selection Research: A Review of the Current Literature
The purpose of selection research is to identify the most effective methods for choosing job candidates in an organizational setting. With the rise of evidence-based decision-making, selection research has become increasingly important in helping organizations make decisions about hiring and promoting employees. This review paper will provide an overview of the current state of selection research, including its history, recent advancements, and potential future directions.
History
The field of selection research has its roots in the work of early pioneers like Hermann Ebbinghaus and Hugo Munsterberg. Ebbinghaus was the first to study the validity of job performance measures, while Munsterberg conducted one of the earliest studies of job applicant characteristics and their effect on job performance. These early researchers laid the groundwork for the development of selection research as a field.
In the 1950s and 1960s, selection research began to gain traction in the workplace, with the emergence of tests such as the Wonderlic Test and the Minnesota Multiphasic Personality Inventory. These tests were popular because they provided employers with an objective way to evaluate job applicants.
Recent Advances
In recent years, selection research has advanced in both breadth and depth. Researchers have developed a variety of selection tools, such as job simulations, interviews, and assessment centers. In addition, researchers have begun to explore the use of technology in selection, such as automated resume screening and video interviews.
In addition to the development of new selection tools, researchers have also begun to explore the use of big data in selection. Big data can be used to identify patterns and correlations between job applicants and job performance. This data can then be used to inform hiring decisions.
Future Directions
The field of selection research is expected to continue to expand in the coming years. Researchers are likely to continue to explore new selection tools and methods, as well as the use of big data in selection. Additionally, researchers are likely to explore ways to use selection data to inform organizational decision-making.
Conclusion
The field of selection research has come a long way since its early days. Today, researchers are developing new selection tools and methods, as well as exploring the use of big data in selection. As this field continues to grow, it will be important for organizations to stay up-to-date on the latest selection research in order to make the most effective hiring decisions.
References
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Hogan, R., & Hogan, J. (2011). Personality measurement and employment decisions. Annual Review of Psychology, 62, 637-661.
Koppes, L. L. (2015). Big data in personnel selection: Current status and future directions. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8(2), 209-229.
McDaniel, M. A., & Whetzel, D. L. (2005). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 131(2), 3-71.
Rynes, S. L., & Barber, B. L. (2003). The role of selection research in personnel selection. In G. Ferris & K. Rowland (Eds.), Research in personnel and human resources management (Vol. 21, pp. 3-45). Amsterdam: Elsevier.
