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首页> 外文期刊>International journal of selection and assessment >The Preliminary Employment Interview as a Predictor of Assessment Center Outcomes
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The Preliminary Employment Interview as a Predictor of Assessment Center Outcomes

机译：初步就业面试作为评估中心成果的预测指标

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The current study examined the relationships between personnel employment interview scores (PEI), cognitive ability test scores (CAT) and assessment center (AC) scores, as well as the potential to circumvent the costly AC method for some of the candidates by using these less expensive selection methods. A total of 423 Israeli police force candidates participated in the study. Their PEI and CAT scores were collected in the first stage of the selection process. They subsequently participated in an AC and a final decision was made regarding their acceptance to the police force. It was found that PEI and CAT scores significantly correlated with the AC scores and the recruitment decision, although the PEI scores demonstrated stronger correlations with the criteria. An actuarial analysis demonstrated the benefit of using the AC procedure for those achieving middle range scores on the PEI and CAT, circumventing the costly ACs for those achieving high and low scores. This strategy resulted in minor costs of both α and β errors. Organizations can adopt this economical strategy when the AC costs exceed the manpower costs incurred by disposing of the AC.
机译：当前的研究检查了人员就业面试分数（PEI），认知能力测验分数（CAT）和评估中心（AC）分数之间的关系，以及通过使用这些较少的内容来规避某些候选人昂贵的交流方法的潜力昂贵的选择方法。共有423名以色列警察候选人参加了这项研究。他们的PEI和CAT分数是在选择过程的第一阶段收集的。他们随后参加了审计委员会，并就接受警察部队做出了最终决定。发现PEI和CAT分数与AC分数和招募决策显着相关，尽管PEI分数与标准具有更强的相关性。精算分析表明，对于那些在PEI和CAT上达到中等成绩的人，使用AC程序是有好处的，而对于那些得分较高和较低的人，则避免了昂贵的AC。这种策略导致α和β误差的损失较小。当AC成本超过处理AC所产生的人力成本时，组织可以采用这种经济策略。

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