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

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Validity and utility of alternative predictors of job performance.

Hunter, John E., Hunter, Ronda F.·1984·Psychological Bulletin

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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.

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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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Validity and utility of alternative predictors of job performance.

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