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date: 05 December 2019

Abstract and Keywords

Personnel selection is almost always a multivariate problem, where multiple predictor measures are administered to job applicants for the purpose of predicting individual performance in a variety of dimensions of job behavior, and with the goal of pursuing various organizational objectives. This chapter reviews the formation and use of composite predictors in personnel selection. Attention is given to statistical, theoretical, and practical concerns in the choice and weighting of predictor elements in composite selection measures. Empirical evidence of the criterion-related validity and adverse impact potential of composite predictors is reviewed, and suggestions for future research are offered. Because the importance of predictors depends on their ability to accomplish various objectives, the criteria that are used to guide the choices, weighting, an evaluation of predictor composites are explored.

Keywords: predictor composites, criteria, validation, incremental validity, adverse impact, multiattribute utility analysis

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