Selecting the best and brightest: Leveraging human capital

Brian S. O’Leary · Mary Lou Lindholm · Richard A. Whitford · Stephen E. Freeman

85 citations0/0 files storedHuman Resource Management

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Employer Branding and e-HRM Human Resource and Talent Management AI and HR Technologies

Abstract

Abstract This article provides a brief discussion of the changing nature of work and describes how automation and the Internet are changing the way the U.S. government recruits and hires employees. The authors discuss the validity of various assessment methods used to select and promote employees and the return on investment that can result from using valid assessment techniques. The authors review several illustrative assessment programs used in the federal government. Finally, the authors explore the next generation of assessments. © 2002 Wiley Periodicals, Inc.

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References

1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS 1999Working with Emotional Intelligence 1998The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.1993Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance.1984Costing Human Resources: The Financial Impact of Behavior in Organizations 1990Criterion-related validities of personality constructs and the effect of response distortion on those validities.1984Costing Human Resources: The Financial Impact of Behavior in Organizations 1979Impact of valid selection procedures on work-force productivity.

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