Simulations for Personnel Selection
As a means of assessing job applicants, multimedia simulations are proving an advanced alternative to traditional personnel tests. But these technological hiring tools are not without their challenges. Can they adequately balance hard knowledge with neces
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Michael Fetzer • Kathy Tuzinski Editors
Simulations for Personnel Selection
2123
Editors Michael Fetzer CEB Alpharetta, GA USA
Kathy Tuzinski CEB Minneapolis, MN USA
ISBN 978-1-4614-7680-1 ISBN 978-1-4614-7681-8 (eBook) DOI 10.1007/978-1-4614-7681-8 Springer New York Heidelberg Dordrecht London Library of Congress Control Number: 2013943115 © Springer Science+Business Media New York 2013 This work is subject to copyright. All rights are reserved by the Publisher, whether the whole or part of the material is concerned, specifically the rights of translation, reprinting, reuse of illustrations, recitation, broadcasting, reproduction on microfilms or in any other physical way, and transmission or information storage and retrieval, electronic adaptation, computer software, or by similar or dissimilar methodology now known or hereafter developed. Exempted from this legal reservation are brief excerpts in connection with reviews or scholarly analysis or material supplied specifically for the purpose of being entered and executed on a computer system, for exclusive use by the purchaser of the work. Duplication of this publication or parts thereof is permitted only under the provisions of the Copyright Law of the Publisher’s location, in its current version, and permission for use must always be obtained from Springer. Permissions for use may be obtained through RightsLink at the Copyright Clearance Center. Violations are liable to prosecution under the respective Copyright Law. The use of general descriptive names, registered names, trademarks, service marks, etc. in this publication does not imply, even in the absence of a specific statement, that such names are exempt from the relevant protective laws and regulations and therefore free for general use. While the advice and information in this book are believed to be true and accurate at the date of publication, neither the authors nor the editors nor the publisher can accept any legal responsibility for any errors or omissions that may be made. The publisher makes no warranty, express or implied, with respect to the material contained herein. Printed on acid-free paper Springer is part of Springer Science+Business Media (www.springer.com)
Foreword
As a scientist, practitioner, technologist, and futurist, simulations have held a special place in my world for a long time. In my first week of graduate school, I found myself assigned to write the inaugural paper of my career on the subject of work samples. Though I knew almost nothing about personnel selection at that time, my research led me to Asher and Sciarrino (1974), an article that immediately had a strong intuitive appeal and still remains a foundational element in my philosophy of personnel selection. In this article, the authors introduce the concept of “point to point correspondence,” a concept suggesting that prediction is enhanced when predictors are designed to be miniature replicas of the criterion space. The central concept of giving an applicant a set of tasks that have fidelity with the job for w
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