The present study examined the selection-utility implications of employing personality and ability predictors versus an employment interview in the selection of candidates for a flight attendant training program for a large domestic airline. Hierarchical multiple regression analysis identified four predictors, which included mental ability, social skill, imagination, and flexibility, that significantly contributed to the proportion of variance explained in training performance. Furthermore, the results of the utility analysis demonstrated a per selectee cost savings of over $100 based upon the incremental gain in validity.
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