Management selection in Britain: A survey and critique

Ivan T. Robertson

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Employer Branding and e-HRM Human Resource and Talent Management Psychological Testing and Assessment

Abstract

The results of a survey of the techniques used for managerial selection from 108 organizations in Great Britain are presented. The results reveal that, whilst the usage by large organizations of assessment centre type exercises and biodata is increasing, most organizations still select managers on the basis of interviews and references. It is argued that psychological research and theory should have a bigger impact on selection practice. The limitations of current research and theory are discussed under the headings of criterion measures, validity and utility, and predictors.

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2007Emotional intelligence, its measurement and implications for the workplace 2011Not Simply Returning to the Same Answer Over and Over Again: Reframing Relevance 2000Selection Interview: A Review of Validity Evidence, Adverse Impact and Applicant Reactions 2003Career management practices in India: an empirical study 2002Cognitive and GMA Testing in the European Community: Issues and Evidence 2003Anticipatory socialisation: the effect of recruitment and selection experiences on career expectations 1994European Management Selection Methods: A Comparison of Five Countries 2007Graduate Recruitment and Selection in Australia

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