Intro -- Title Page -- Table of Contents -- Preface to the sixth edition -- Preface to the first edition -- CHAPTER 1: Old and new selection methods -- WHY SELECTION MATTERS -- RECRUITMENT -- APPLICATION SIFTING -- IMPROVING APPLICATION SIFTING -- OVERVIEW OF SELECTION METHODS -- WHAT IS ASSESSED IN PERSONNEL SELECTION? -- NATURE OF THE INFORMATION COLLECTED -- WORK PERFORMANCE -- FAIR EMPLOYMENT LAW -- CURRENT SELECTION PRACTICE -- REASONS FOR CHOICE OF SELECTION METHOD -- KEY POINTS -- KEY REFERENCES -- USEFUL WEBSITES -- CHAPTER 2: Validity of selection methods -- RELIABILITY -- VALIDITY -- CRITERION VALIDITY -- CONTENT VALIDITY -- CONSTRUCT VALIDITY -- CONVERGENT/DIVERGENT VALIDITY -- CROSS-VALIDATION -- INCREMENTAL VALIDITY -- DIFFERENTIAL VALIDITY -- MARGINAL TYPES OF VALIDITY -- META-ANALYSIS -- PROBLEMS WITH META-ANALYSIS -- VALIDITY GENERALIZATION ANALYSIS -- CRITICISMS OF VALIDITY GENERALIZATION -- LATEST DEVELOPMENT IN VGA -- KEY POINTS -- KEY REFERENCES -- CHAPTER 3: Job description, work analysis and competences -- JOB DESCRIPTION AND PERSON SPECIFICATION -- WORK ANALYSIS METHODS -- SELECTED WORK ANALYSIS TECHNIQUES - AN OVERVIEW -- WORK ANALYSIS AND PERSONALITY -- RELIABILITY AND VALIDITY OF WORK ANALYSIS -- BIAS IN WORK ANALYSIS -- USES OF WORK ANALYSIS -- USING WORK ANALYSIS TO SELECT WORKERS -- SYNTHETIC VALIDATION -- THE FUTURE OF WORK ANALYSIS -- COMPETENCES/COMPETENCY MODELLING -- KEY POINTS -- KEY REFERENCES -- USEFUL WEBSITES -- CHAPTER 4: The interview -- RELIABILITY AND VALIDITY -- REASONS FOR POOR VALIDITY -- IMPROVING THE INTERVIEW -- STRUCTURED INTERVIEWS -- CONSTRUCT VALIDITY OF THE INTERVIEW -- TRUTHFULNESS OF INTERVIEW INFORMATION -- HOW THE INTERVIEWER REACHES A DECISION -- BIAS IN THE INTERVIEW -- LAW AND FAIRNESS -- KEY POINTS -- KEY REFERENCES -- USEFUL WEBSITES -- CHAPTER 5: References and ratings -- REFERENCES.

VALIDITY -- IMPROVING THE REFERENCE -- UNSTRUCTURED REFERENCES -- LAW AND FAIRNESS -- RATINGS -- PEER OR CO-WORKER ASSESSMENTS -- VALIDITY OF PEER RATINGS -- KEY POINTS -- KEY REFERENCES -- CHAPTER 6: Tests of mental ability -- OVERVIEW OF MENTAL ABILITY TESTS -- INTERPRETING TEST SCORES -- THE VALIDITY OF MENTAL ABILITY TESTS -- ORGANIZATIONAL PERFORMANCE -- g OR SPECIFIC COGNITIVE ABILITIES? -- MENTAL ABILITY AND THE SUCCESS OF TEAMS -- WHY MENTAL ABILITY TESTS PREDICT PRODUCTIVITY -- LAW, FAIRNESS, AND MINORITIES -- DEALING WITH ADVERSE IMPACT IN MENTAL ABILITY SCORES -- OTHER WAYS OF ASSESSING MENTAL ABILTY -- KEY POINTS -- KEY REFERENCES -- USEFUL WEBSITES -- CHAPTER 7: Assessing personality by questionnaire -- PERSONALITY QUESTIONNAIRES -- USING PQs IN SELECTION -- QUESTION 1: THE RIGHT PERSONALITY? -- QUESTION 2: WILL HE/SHE DO THE JOB WELL? -- QUESTION 3: HAS HE/SHE GOT A GOOD ATTITUDE TO WORK? ORGANIZATIONAL CITIZENSHIP -- QUESTION 4: WILL HE/SHE BEHAVE BADLY AT WORK? -- COUNTERPRODUCTIVE WORK BEHAVIOUR -- THE SAGA OF HONESTY TESTS -- QUESTION 5: WILL THE TEAM WORK WELL? -- COMPLEXITIES OF PQ VALIDITY -- IMPROVING PQ VALIDITY -- THE PROBLEM OF FAKING -- DEALING WITH FAKING -- PQs, LAW AND FAIRNESS -- KEY POINTS -- KEY REFERENCES -- USEFUL WEBSITES -- CHAPTER 8: Alternative ways of assessing personality -- SELF-REPORT -- PROJECTIVE TESTS -- OTHERS' REPORTS -- DEMONSTRATION EVIDENCE -- RECORDED EVIDENCE -- INVOLUNTARY EVIDENCE -- KEY POINTS -- KEY REFERENCES -- CHAPTER 9: Biodata and weighted application blanks -- WEIGHTED APPLICATION BLANKS -- BIODATA -- CONSTRUCTING BIOGRAPHICAL MEASURES -- VALIDITY -- FAKABILITY -- BIOGRAPHICAL MEASURES, FAIRNESS AND THE LAW -- KEY POINTS -- KEY REFERENCES -- CHAPTER 10: Assessment centres -- THE PRESENT SHAPE OF ACs -- RELIABILITY OF ACs -- VALIDITY OF ACs -- META-ANALYSES -- RESERVATIONS ABOUT AC VALIDITY.

THE DIMENSION × EXERCISE PROBLEM -- LINE OF RESEARCH 1: TRYING TO FIND DIMENSIONS -- LINE OF RESEARCH 2: IMPROVING THE ANALYSIS -- LINE OF RESEARCH 3: IDENTIFYING DEFICIENCIES IN AC PRACTICE -- ARGUMENT 1: 'NEVER MEANT TO BE' -- ARGUMENT 2: THE EXERCISE EFFECT IS NOT RATER ERROR -- ARGUMENT 3: ACs ARE REALLY SETS OF KEY TASKS, OR WORK SAMPLES -- ARGUMENT 4: THE D×E PROBLEM IS NOT SPECIFIC TO ACs -- CONSTRUCT VALIDITY -- FAIRNESS AND THE ASSESSMENT CENTRE -- KEY POINTS -- KEY REFERENCES -- CHAPTER 11: Emotional intelligence and other methods -- EMOTIONAL INTELLIGENCE -- VALIDITY OF EI MEASURES -- SITUATIONAL JUDGEMENT TESTS -- EDUCATION -- WORK SAMPLE TESTS -- SELF-ASSESSMENTS -- PHYSICAL TESTS -- DRUG USE TESTING -- SOCIAL NETWORKING WEBSITES -- KEY POINTS -- KEY REFERENCES -- CHAPTER 12: Criteria of work performance -- SUPERVISOR RATING -- OBJECTIVE CRITERIA -- OTHER ASPECTS OF WORK PERFORMANCE -- NEW CRITERIA -- STRUCTURE OF WORK PERFORMANCE -- BIAS AND ASSESSMENT OF WORK PERFORMANCE -- INGRATIATION AND REPUTATION -- DYNAMIC CRITERIA -- CRITERIA, FAIRNESS AND THE LAW -- PREDICTOR OR CRITERION? -- KEY POINTS -- KEY REFERENCES -- CHAPTER 13: Minorities, fairness and the law -- BRITISH LAW -- EUROPEAN UNION LAW -- OVERVIEW -- ADVERSE IMPACT -- QUOTA HIRING -- JOB-RELATEDNESS -- PROVING SELECTION IS JOB-RELATED -- UK PRACTICE -- DISABILITY -- DIFFERENTIAL VALIDITY AND TEST FAIRNESS -- THE SHAPE OF THINGS TO COME -- CONCLUSIONS -- KEY POINTS -- KEY REFERENCES -- USEFUL WEBSITES -- CHAPTER 14: The value of good employees -- HOW MUCH DOES WORKER PRODUCTIVITY VARY? -- THE 'STAR' HYPOTHESIS -- HOW MUCH IS A PRODUCTIVE WORKER WORTH? -- CALCULATING THE RETURN ON SELECTION -- PROVING SELECTION REALLY ADDS VALUE -- THE APPLICANT'S PERSPECTIVE -- FIT -- KEY POINTS -- KEY REFERENCES -- CHAPTER 15: Conclusions -- HOW TO SELECT -- THE FUTURE OF SELECTION.

References -- Index -- End User License Agreement.

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Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2022. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries.