Hiring People in Organizations
The State and Future of the Science
Bibliographic Data
| ID | 15735529 |
|---|---|
| Authors | Paul R Sackett (0000-0001-7633-4160, University of Minnesota System, corresponding author), Filip Lievens (0000-0002-9487-5187, Singapore Management University), Richard N Landers (0000-0001-5611-2923, University of Minnesota System) |
| Year | 2025 |
| Volume | 13 |
| Issue | 1 |
| Pages | 49-75 |
| Publication date | 2025-08-27 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Annual Review of Organizational Psychology and Organizational Behavior (JOURNAL) |
| Journal identifiers | ISSN: 2327-0608 • E-ISSN: 2327-0616 |
| Publisher | Annual Reviews (PUBLISHER • US) |
| DOI | 10.1146/annurev-orgpsych-020924-072127 |
| OpenAlex | W4413722787 |
| Language | EN |
| References cited | 112 |
Here we review recent work in the personnel selection field. We open with two sections, the first focusing on meta-analytic validity research on well-established predictors and the second on new measurement approaches. These include moving from a holistic to a modular view of predictors; from face-to-face to asynchronous video interviews; from resumes to social media assessments; from multiple choice to constructed response; and to using artificial intelligence to develop, administer, and score tests, among approaches. We then review developments in estimating validity, including issues in correcting validity estimates for error of measurement and restriction of range. We address technical issues on the topics of fairness and bias, including Pareto optimization, effect size measures for predictive bias, and approaches to algorithmic bias mitigation, and offer insight into addressing the validity-diversity dilemma. We then discuss insights into applicant reactions to selection systems and perspectives of other stakeholders in the selection process
Business · Political science · State (computer science · Computer Science · Knowledge Management and Sharing
Predicting the Big 5 personality traits from digital footprints on social media
Choosing Prediction Over Explanation in Psychology
When eliminating bias isn’t fair
Are applicants in favor of traditional or gamified assessment methods? Exploring applicant reactions towards a gamified selection method
Detecting deception through facial expressions in a dataset of videotaped interviews
Construct validity and applicant reactions of a gamified personality assessment
The future of artificial intelligence at work
Relationships between resumé cues and applicants' personality
Meta-Analysis in Organizational Research
Differential Validity and Differential Prediction of Cognitive Ability Tests
Using available signals on LinkedIn for personality assessment
Auditing the AI auditors
Comparing job applicant deception in asynchronous vs synchronous video interviews, with and without AI-assisted assessments
Approach-avoidance motivation in personality
The validity and utility of selection methods in personnel psychology
Validity and utility of alternative predictors of job performance
| Citation velocity | historical |
|---|---|
| Highly cited | No |