We review developments in personnel selection since the previous review by Hough & Oswald (2000) in the Annual Review of Psychology. We organize the review around a taxonomic structure of possible bases for improved selection, which includes (a) better understanding of the criterion domain and criterion measurement, (b) improved measurement of existing predictor methods or constructs, (c) identification and measurement of new predictor methods or constructs, (d) improved identification of features that moderate or mediate predictor-criterion relationships, (e) clearer understanding of the relationship between predictors or between predictors and criteria (e.g., via meta-analytic synthesis), (f) identification and prediction of new outcome variables, (g) improved ability to determine how well we predict the outcomes of interest, (h) improved understanding of subgroup differences, fairness, bias, and the legal defensibility, (i) improved administrative ease with which selection systems can be used, (j) improved insight into applicant reactions, and (k) improved decision-maker acceptance of selection systems.

中文翻译：

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人员选拔。

我们回顾了自从Hough＆Oswald（2000）在《心理学年鉴》上一次回顾以来人员选拔的发展情况。我们围绕可能基础的分类结构来组织审查，以改进选择，其中包括（a）更好地理解标准域和标准度量，（b）改进现有预测方法或构造的度量，（c）识别和度量新的预测器方法或构造；（d）改进了对可调节或介导预测器-准则关系的特征的识别；（e）对预测器之间或预测器与标准之间的关系的更清晰理解（例如，通过元分析综合），（f）识别和预测新的结果变量，（g）提高确定我们对目标结果的预测能力的能力，