Abstract
This review of twenty-five years of selection research relevant to the public sector begins with the passage of the Civil Rights Act of 1964 and the research into whether tests which were developed for a predominantly white male workforce could be used for women and minorities. Research on the linear nature of relationships between tests and criteria, the generalizability of validity, and the utility of selection testing is discussed. Research advances (or failure to advance) in the areas of performance appraisal, the employment interview, training and experience evaluations, assessment centers, and the format of tests are discussed.
Get full access to this article
View all access options for this article.