Issues and non-issues in the fidelity-bandwidth trade-off

Article Abstract:

Arguments are made against Ones and Viswesvaran's claim that broader personality measures are more useful for employee selection purposes than narrowly defined metrics. There is no evidence that narrow band personality measures are preferred over broad bandwidth scales. Moreover, broad bandwidth predictors generally usually needed in personnel selection. In conclusion, the nature of the criterion always influences the chosen predictors. Matching predictors with criteria is the best way to improve validity of the tests.

Methods

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Bandwidth-fidelity dilemma in personality measurement for personnel selection

Article Abstract:

The bandwidth-fidelity dilemma in personality measurement for personnel selection is examined. Although human resources professionals and researchers recognize that more specific and narrow metrics of personality traits are better instruments, there are evidences indicating that broader personality measures are more suitable when the criterion is job performance. The assumed advantages of narrowly defined traits and narrowly designed measures are based on wrong traditional beliefs grounded on statistical artifacts.

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Facial attractiveness, sexual selection and personnel selection: when evolved preferences matter

Article Abstract:

A study on differences in approach of the two sexes related to employee hiring decisions is presented. Female applicants with low attractiveness were preferred to attractive female applicants by women, indicating intrasexual competition. Both sexes showed inclination to select attractive opposite-sex applicants, indicative of mater selection at play.

United Kingdom, Applicant Selection, Decision-making, Decision making, Physiological aspects, Behavior, Demographic aspects, Hiring, Employment recruiters

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