Organizations frequently screen or select job applicants based on their work experience. Despite this, surprisingly little is known about the criterion‐related validity of prehire experience, which reflects the amount, duration, or type of experience workers have acquired before they enter a new organization. To address this critical gap in the literature, we used meta‐analysis to synthesize data from 81 independent samples that reported relations between prehire experience and performance or turnover. Results revealed overall corrected correlations of .06 for job performance (k = 44, n = 11,785), .11 for training performance (k = 21, n = 8,176), and .00 for turnover (k = 32, n = 11,676). Measures that capture prehire experience with tasks, jobs, or occupations relevant to workers’ current position also are only weakly related to the outcomes (e.g.,  = .07 for job performance). Two exceptions to our main findings are that (a) prehire experience is somewhat more predictive of job performance when workers first start a new job and (b) measures of task‐level experience predict training performance, although these results are based on small subsets of primary studies. Overall, the present findings suggest that the types of prehire experience measures organizations currently use to screen job applicants generally are poor predictors of future performance and turnover. We therefore caution organizations from selecting employees based on such measures unless more positive evidence emerges.

中文翻译：

---

对聘前工作经验与准则相关的有效性进行荟萃分析

组织经常根据他们的工作经验来筛选或选择求职者。尽管如此，对于与聘用标准相关的有效性的了解却很少，这反映了工人进入新组织之前所获得的经验的数量，持续时间或类型。为了弥补文献中的这一关键差距，我们使用荟萃分析从81个独立样本中综合了数据，这些样本报告了聘前经历与绩效或营业额之间的关系。结果显示，工作绩效的整体校正相关系数为.06（k  = 44，n  = 11,785），培训绩效的整体校正系数为.11（k  = 21，n  = 8,176），而离职率为.00（k  = 32，n = 11,676）。捕获与工作人员当前职位相关的任务，工作或职业的聘用前经验的措施也仅与成果有微弱的关系（例如， 工作绩效= .07）。我们的主要发现有两个例外：（a）员工首次开始新工作时，聘用经历对工作绩效的预测性更高；（b）任务级经验的衡量指标可以预测培训绩效，尽管这些结果基于以下几个方面：基础研究。总体而言，目前的发现表明，组织目前用于筛选求职者的聘前经验评估类型通常不能很好地预测未来的绩效和离职率。因此，我们警告组织不要根据此类措施选择员工，除非出现更多积极证据。