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Cited by 2,107Employer Branding and e-HRMCognitive Abilities and TestingPsychometric Methodologies and Testing

The DOI matches its Crossref record; 56 of the 56 references it cites were found in a registry or an index.

Validity and utility of alternative predictors of job performance.

Hunter, John E., Hunter, Ronda F.·1984·Psychological Bulletin
DOI 10.1037/0033-2909.96.1.72
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Abstract

Meta-analysis of the cumulative research on various predictors of job performance shows that for entry-level jobs there is no predictor with validity equal to that of ability, which has a mean validity of .53. For selection on the basis of current job performance, the work sample test, with mean validity of .54, is slightly better. For federal entry-level jobs, substitution of an alternative predictor would cost from $3.12 billion (job tryout) to $15.89 billion per year (age). Hiring on ability has a utility of $15.61 billion per year, but affects minority groups adversely. Hiring on ability by quotas would decrease this utility by 5%. A third strategy—using a low cutoff score—would decrease utility by 83%. Using other predictors in conjunction with ability tests might improve validity and reduce adverse impact, but there is as yet no data base for studying this possibility.

Overview

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Registry

Crossref · 10.1037/0033-2909.96.1.72

Cites

56 of 56 references verified0 citation errors · 0 not checkable

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Metadata

Authors
Hunter, J. E., & Hunter, R. F.
Affiliations
Michigan State University (US)
ORCID
Hunter, John E.
Venue
Psychological Bulletin
Publisher
American Psychological Association (APA)
Published
1984-07
Volume
96
Issue
1
Pages
72-98
ISSN
  • 0033-2909 (ISSN-L)
  • 1939-1455
DOI
10.1037/0033-2909.96.1.72
OpenAlex
W2072471610
Cited by
2,107
References
56
Citations by year
2026: 11 · 2025: 16 · 2024: 31 · 2023: 33 · 2022: 24 · 2021: 53 · 2020: 86 · 2019: 45 · 2018: 56 · 2017: 64 · 2016: 54 · 2015: 60 · 2014: 82 · 2013: 79 · 2012: 98
FWCI
44.10
Type
journal article
Language
en
Open access
closed
Locations
Psychological Bulletin (publishedVersion)
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
  • Social Sciences › Psychology › Experimental and Cognitive Psychology › Cognitive Abilities and Testing
  • Social Sciences › Decision Sciences › Management Science and Operations Research › Psychometric Methodologies and Testing
Keywords
job performance predictors, personnel selection, ability tests, work sample tests, entry-level jobs, federal hiring, selection validity, cost-benefit analysis, adverse impact, hiring quotas, cut-off values

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CoChat. (2026). Citation check: Validity and utility of alternative predictors of job performance. https://app.cochat.ai/papers/10.1037/0033-2909.96.1.72
The paper
Hunter, J. E., & Hunter, R. F. (1984). Validity and utility of alternative predictors of job performance. Psychological Bulletin. https://doi.org/10.1037/0033-2909.96.1.72

Data sources

Bibliographic data: Semantic Scholar, OpenAlex, Crossref.

Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).

Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.