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Preselection Methods Prior to the Internal Assessment Center for Personnel Selection in G erman Companies
Author(s) -
Benit Nils,
Mojzisch Andreas,
Soellner Renate
Publication year - 2014
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/ijsa.12074
Subject(s) - selection (genetic algorithm) , certification , trait , standardization , psychology , order (exchange) , assessment center , business , marketing , computer science , applied psychology , management , artificial intelligence , economics , finance , programming language , operating system
Companies frequently use preselection methods in order to identify eligible candidates before conducting assessment centers ( AC s). The present study was the first to investigate current practices of preselection in G erman companies that use AC s for internal selection. Results of a survey among 109 G erman companies show that companies typically apply general qualification criteria (e.g., work experience), appraisals, or unstructured interviews for preselection, but rely less on trait‐oriented methods (e.g., intelligence tests) and structured interviews. In their subjective evaluations, however, companies rate structured interviews and trait‐oriented methods as particularly valid methods. The results also show that the number of preselection methods used is positively correlated with company size, diagnostic skills of the responsible persons in the preselection, and DIN (Deutsches Institut für Normierung [German Institute for Standardization]) 33430 certification status. The implications of these findings for practice and research are discussed.