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Company Selection Techniques
Through nearly a century of academic research and clinical study, the field of industrial and organizational (I-O) psychology has attempted to quantify and classify the measures of relative worth which differentiate qualified prospective employees from those unsuitable for recruitment. In that time, a multitude of screening devices and testing techniques have been devised by I-O researchers, including psychological assessments, intelligence evaluation tests, and pre-employment interviews. While the field has invariably expanded to address other concerns, it has been consistently noted that "perhaps the greatest technological achievement in industrial and organizational (I -- O) psychology over the past 100 years is the development of decision aids (e.g., paper-and-pencil tests, structured interviews, mechanical combination of predictors) that substantially reduce error in the prediction of employee performance"...
The pioneering research performed by Munsterberg and his successors within the field of I-O psychology eventually inspired the United States Army to utilize his screening methodologies during the buildup to World War I, and he personally contributed to the formation of the Army Alpha and Army Beta intelligence tests used to screen potential pilot and officer trainees.
The majority of modern companies and corporations have honed…
References
Highhouse, S. (2008). Stubborn reliance on intuition and subjectivity in employee selection. Industrial and Organizational Psychology, 1, 333-342. Retrieved from http://blogg.hrsverige.nu/wp-content/uploads/2010/04/Stubborn1.pdf
Schultz, D.P., & Schultz, S.E. (2010). Psychology and work today: An introduction to industrial and organizational psychology. (10th ed.). New York, NY: Pearson.
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