A system of structured interviews, superior-peer-subordinate ratings, and consensus discussion is describedfor the selection of top level managers in a multi-national Fortune 50 firm. The interviews and superior-peer-subordinate ratings were used to gather biographical information on 66 candidates. The biographical information was used to generate consensus ratings on nine performance dimensions for the job of division general manager. Concurrent validity evidence provides preliminary support for the selection system. Implications for the personnel selection and leadership literatures are discussed.
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