Criteria Used to Evaluate Different Candidates

  • Lawrence T. Pinfield
Part of the Plenum Studies in Work and Industry book series (SSWI)


Underlying almost all the technical advances in the development of employee selection since World War II is the strong background presence of bureaucratic rationality (Jacoby, 1985). The apparatus of objective science, with its emphasis on reliable, valid, quantitative description, has been used to develop rational decision processes for the accomplishment of two primary purposes: first, to select the persons best suited to specific, objectively defined jobs; second, to develop legally defensible procedures, and outcomes resulting from use of those procedures, that result in the hiring or advancement of some persons rather than others (Schneider & Schmitt, 1986). By its very nature, selection implies some form of discrimination among persons regarded as being different from one another. Because work and employment, and equal opportunity to share in these necessities of contemporary life, lie at the heart of a democratic society, methods and outcomes of employee selection are of major political and social importance.


Dispositional Attribute Candidate Attribute Candidate Characteristic Advancement Potential Vacant Position 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.


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Copyright information

© Springer Science+Business Media New York 1995

Authors and Affiliations

  • Lawrence T. Pinfield
    • 1
  1. 1.Simon Fraser UniversityBurnabyCanada

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