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ENTRY‐LEVEL POLICE CANDIDATE ASSESSMENT CENTER: AN EFFICIENT TOOL OR A HAMMER TO KILL A FLY?
Author(s) -
DAYAN KOBI,
KASTEN RONEN,
FOX SHAUL
Publication year - 2002
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.2002.tb00131.x
Subject(s) - psychology , hammer , personnel selection , selection (genetic algorithm) , applied psychology , assessment center , personality , entry level , cognition , social psychology , clinical psychology , medical education , statistics , artificial intelligence , engineering , computer science , psychiatry , structural engineering , medicine , mathematics
The study examined the validity of the assessment center (AC) as a selection process for entry‐level candidates to die police and its unique value beyond cognitive ability tests. The sample included 712 participants who responded to personality and cognitive ability testing (CAT), and underwent an AC procedure. AC results included the overall assessment rating (OAR) and peer evaluation (PE). Seven criterion measures were collected for 585 participants from a training stage and on‐the‐job performance. Results showed that the selection system was valid. Findings yielded significant unique validities of OAR and PE beyond CAT and of PE beyond OAR even after corrections for restriction of range. Results support the use of ACs for entry‐level candidates.