Although assessment centers (ACs) are usually designed to measure stable competencies (i.e., dimensions), doubt about whether or not they reliably do so has endured for 70 years. Addressing this issue in a novel way, several published Generalizability (G) theory studies have sought to isolate the multiple sources of variance in AC ratings, including variance specifically concerned with competencies. Unlike previous research, these studies can provide a definitive answer to the AC construct validity issue. In this article, the historical context for the construct validity debate is set out, and the results of four large-scale G-theory studies of ACs are reviewed. It is concluded that these studies demonstrate, beyond reasonable doubt, that ACs do not reliably measure stable competencies, but instead measure general, and exercise-related, performance. The possibility that ACs measure unstable competencies is considered, and it is suggested that evidence that they do so may reflect an artefact of typical AC design rather than a “real” effect. For ethical, individual, and organizational reasons, it is argued that the use of ACs to measure competencies can no longer be justified and should be halted.

It is necessary for personnel selection systems to be effective, fair, and legally appropriate. Sometimes these goals are complementary, whereas other times they conflict (leading to the so-called “validity-diversity dilemma”). In this practice forum, we trace the history and legality of proposed approaches for simultaneously maximizing job performance and diversity through personnel selection, leading to a review of a more recent method, the Pareto-optimization approach. We first describe the method at various levels of complexity and provide guidance (with examples) for implementing the technique in practice. Then, we review the potential points at which the method might be challenged legally and present defenses against those challenges. Finally, we conclude with practical tips for implementing Pareto-optimization within personnel selection.

Older job applicants are vulnerable to stereotype-related bias in the recruitment process. In the current study, we examined how managers’ job interview invitation decisions regarding older job applicants are influenced by applicants’ human capital-related characteristics, general economic conditions and managers’ perceptions of changes in organisational job demands. Data were collected in two waves of a vignette experiment, three years apart, among a sample of 211 Dutch managers from various organisations. Multi-level analysis showed that managers were more likely to invite older job applicants who had matching qualifications, were employed at the time of application and came with recommendations. In addition, managers’ propensity to invite older job applicants was higher in better economic conditions. The effects of recommendations were moderated by the general economic conditions and changes in organisational job demands, such that a recommendation from another employer was especially influential in bad economic conditions, while a recommendation from an internal employee was especially influential when job demands had increased. The results emphasise the importance of considering the organisational and economic context in understanding the recruitment of older workers. The findings also suggest that older workers, employers and policy makers should invest in older workers’ human capital to protect their employability.

Aim – To investigate whether employers who have experience of hiring people with mental health problems differ significantly from those without such experience in terms of knowledge, attitudes and behaviours regarding mental health in the workplace, and the concerns which they report about employing people with mental health problems. We also examine whether non-workplace social contact is associated with the above variables. Methods – A telephone survey was conducted with a randomly selected sample of British employers. The sample included a similar number of human resource managers and managers/executive employees in other roles. Results – 502 employers took part. Having employed someone with a mental health problem was associated with closer non-workplace social contact. Those with experience of employing applicants with mental health problems had significant differences in knowledge (regarding the law), and behaviour (having a policy on hiring applicants with disabilities) but not in attitudes. Conclusions – Non-workplace social contact may be useful to consider in understanding hiring practices. The nature of social contact at work and possible lack of impact of this contact on employer attitudes and concerns warrants further study. Greater support is needed for employers to understand the law regarding mental health problems in the workplace.

Declaration of Interest: The study was part funded by Big Lottery and Comic Relief through their funding of the Time to Change programme. The study was also supported by the National Institute for Health Research (NIHR) applied programme grant awarded to the South London and Maudsley NHS Foundation Trust. The authors report no conflict of interest in the preparation of this manuscript.

Summary

Background and objective: A retrospective analysis of applicants to Specialist Registrar training posts in anaesthesia in the Wessex Region of the UK was undertaken.

Methods: Applicants whose primary medical qualification was obtained in the European Economic Area were compared to applicants whose primary medical qualification was obtained outside it. The time since qualification, the time spent in anaesthesia, the time spent in other specialities, the post currently held and the success of the application were recorded.

Results: For doctors with a primary medical qualification from outside the European Economic Area, the median time since obtaining that qualification was 12.0 yr compared with 6.0 yr for doctors qualifying within it (P = 0.0001, U-test). Thirteen out of 89 (15%) doctors whose primary medical qualification was from outside the European Economic Area and 39 out of 61 (64%) doctors whose primary medical qualification was from within it were shortlisted for interview (P = 0.0001, χ2-test). Six out of 13 (46%) shortlisted doctors from outside the European Economic Area were appointed at interview compared with 24 out of 39 (62%) shortlisted doctors who qualified within it (P = 0.33, χ2-test).

Conclusions: In the Wessex Region of the UK, applicants whose primary medical qualification is obtained within the European Economic Area are approximately four times as likely to be shortlisted than doctors qualifying outside it. However, after shortlisting, both categories are equally likely to be successful at interview.