Other Predictors

Abstract

The principal method of personnel selection used in most organisations is the selection interview (see Robertson and Makin, in press). Psychological tests and work-sample tests are also mainstream methods of personnel selection that are used fairly frequently and seem to display reasonable predictive power (see chapters 6, 8, 9). There are, however, several other predictors that are worth considering, perhaps because they produce particularly good validities (for example, the use of biographical data), or because they are useful in special situations (for example, self-assessment), or because they are interesting and controversial (for example, handwriting analysis and astrology).