Although work is commonly organized around teams, there is relatively little empirical research on how to select individuals in team-based settings. The goal of this investigation was to examine whether 3 of the most commonly used selection techniques for hiring into traditional settings (a structured interview, a personality test, and a situational judgment test) would be effective for hiring into team settings. In a manufacturing organization with highly interdependent teams, we examined the relationships between social skills, several personality characteristics (Conscientiousness, Extraversion, Agreeableness, and Emotional Stability), teamwork knowledge, and contextual performance. Results indicate that each of these constructs is bivariately related to contextual performance in a team setting, with social skills, Conscientiousness, Extraversion, and teamwork knowledge incrementally predicting contextual performance (with a multiple correlation of .48). Implications of these results for selection in team and traditional settings are discussed.Designing work around autonomous or semi autonomous teams has become a fact of organizational life (Cascio, 1995;Hackman, 1990;Manz & Sims, 1993). But this movement toward team-based designs has not been accompanied by research on the types of human resource systems that will support the use of teams. This is particularly true for selection systems. It is not clear if the vast amount of research on individual personnel selection will transfer to situations where individuals are expected to We thank John Hollenbeck and Neal Schmitt for their comments on an earlier version of the manuscript. Their input resulted in many meaningful improvements.

[Correction Notice: An Erratum for this article was reported in Vol 101(7) of Journal of Applied Psychology (see record 2016-32115-001). In the article the affiliations for Emily D. Campion and Matthew H. Reider were originally incorrect. All versions of this article have been corrected.] Emerging advancements including the exponentially growing availability of computer-collected data and increasingly sophisticated statistical software have led to a "Big Data Movement" wherein organizations have begun attempting to use large-scale data analysis to improve their effectiveness. Yet, little is known regarding how organizations can leverage these advancements to develop more effective personnel selection procedures, especially when the data are unstructured (text-based). Drawing on literature on natural language processing, we critically examine the possibility of leveraging advances in text mining and predictive modeling computer software programs as a surrogate for human raters in a selection context. We explain how to "train" a computer program to emulate a human rater when scoring accomplishment records. We then examine the reliability of the computer's scores, provide preliminary evidence of their construct validity, demonstrate that this practice does not produce scores that disadvantage minority groups, illustrate the positive financial impact of adopting this practice in an organization (N ∼ 46,000 candidates), and discuss implementation issues. Finally, we discuss the potential implications of using computer scoring to address the adverse impact-validity dilemma. We suggest that it may provide a cost-effective means of using predictors that have comparable validity but have previously been too expensive for large-scale screening. (PsycINFO Database Record

This paper reviews the research literature on age discrimination in the employment interview and related contexts. Twenty one studies were identified which explored whether age discrimination occurs within the context of the employment interview since the Age Discrimination in Employment Act was put into law. Sixteen studies were conducted in laboratory settings. It was concluded that evidence of age discrimination in the employment interview is commonly observed in laboratory studies which do not assess the influence of other job-relevant characteristics. Laboratory studies may create too much artificiality, where the impact of qualifications is artificially minimized and the impact of irrelevant factors like age are maximized. Only 5 of the 21 studies were conducted in the field, but they found far less consequential age discrimination in the employment interview.The passing of the Age Discrimination in Employment Act (ADEA) in 1967 has resulted in a wide variety of research into how age might impact decisions in the employment setting. For example, scholars have examined how age affects actual job performance, the nature of age stereotypes in the work setting, how age might impact performance ratings, and how age relates to recruitment, selection, and promotion decisions. This paper focuses on a subset of this research by reviewing the research literature on how applicant age might affect outcomes in the employment interview. This paper presents a narrative review of this area of research in order to summarize findings for both researchers and practitioners. This method is used to identify and explain the reasons why some studies find the occurrence of age discrimination in the employment interview context when others do not. We begin with a discussion of the methodology used to identify and select articles to be covered in the present review. This is followed by a narrative summary of key articles. We organize key research findings by first presenting lab findings and then results from field research. A chronological list of the empirical articles reviewed, and their major features, is contained in Table 1. We conclude this paper by discussing the research and practical implications. Review MethodologySeveral different means were utilized to locate relevant articles. First, the reference lists of the last four major reviews of the employment interview were searched (Arvey and Campion 1982;Harris 1989;Posthuma et al. 2002;Schmitt 1976) covering the period of time since the ADEA was passed in 1967. Second, all empirical articles in the most recent review (Posthuma et al. 2002) were manually searched to identify any studies that concern age discrimination. Third, a computer search of the published

No abstract

No abstract