This study compared employment interviews with communication-based assessment centers as managerial selection tools. During a three-year period all job applicant finalists for midlevel management positions in a large corporation were placed in one of two selection settings, employment interviews or assessment centers. In the employment interview setting applicant finalists (N = 174) interviewed with one personnel representative and two managers. In the assessment center setting applicant finalists (N = 174) performed in simulations that were judged by trained assessors. In all, 29 midlevel managers were selected on the basis of interview performance; 27 as a result of assessment center performance. After one year of employment the midlevel managers were evaluated by their superiors and subordinates using standardized job performance scales. The managers selected by communication-based assessment centers received higher interpersonal, productivity, and problem-solving ratings than did managers selected by the interview method.
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