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External practitioner perspectives on validating selection tools against performance ratings

Published online by Cambridge University Press:  22 August 2024

Chase A. Winterberg Open the ORCID record for Chase A. Winterberg [Opens in a new window]  and
Greg Haudek
Chase A. Winterberg*
Affiliation:
Data Science, Hogan Assessments, Tulsa, OK, USA
Greg Haudek
Affiliation:
Data Science, Hogan Assessments, Tulsa, OK, USA
*
Corresponding author: Chase A. Winterberg; Email: cwinterberg@hoganassessments.com
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Abstract

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Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 17 , Issue 3 , September 2024 , pp. 288 - 291
Copyright
© The Author(s), 2024. Published by Cambridge University Press on behalf of Society for Industrial and Organizational Psychology

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References

Foster, J. F., Steel, P., Harms, P., O’Neil, T., & Wood, D. (2024). Selection tests work better than we think they do, and have for years. Industrial and Organizational Psychology, 17, XXX–XXX.Google Scholar
Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2023). Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors. Industrial and Organizational Psychology, 16, 283–300.Google Scholar
Scullen, S. E., Mount, M. K., & Goff, M. (2000). Understanding the latent structure of job performance ratings. Journal of Applied Psychology, 85, 956–970.Google ScholarPubMed