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A DEFENSE OF “RATIONAL” PERSONNEL SELECTION, AND TWO NEW METHODS
Author(s) -
DARLINGTON RICHARD B.
Publication year - 1976
Publication title -
journal of educational measurement
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.917
H-Index - 47
eISSN - 1745-3984
pISSN - 0022-0655
DOI - 10.1111/j.1745-3984.1976.tb00180.x
Subject(s) - selection (genetic algorithm) , personnel selection , computer science , institution , diversity (politics) , simple (philosophy) , scale (ratio) , management science , operations research , engineering management , artificial intelligence , engineering , mathematics , political science , statistics , law , epistemology , philosophy , physics , quantum mechanics
This paper presents two new techniques for use in personnel selection. One is a simple graphical technique which non‐technical personnel can use to help in deciding how many minority applicants to admit to an institution. The other is a large‐scale computer technique which an institution can use to increase personnel diversity on many variables (including culture) simultaneously. Both techniques appear to have major advantages over the particular technique this author advocated previously (1971). However, the new techniques are based on the same general view the author has expressed earlier (1971, 1973): that personnel selection questions concerning culture must be handled rationally—that is, by human judgment—rather than by mechanical formulas. Early sections of the paper summarize and defend that view.