This paper systematically revisits prior meta-analytic conclusions about the criterion-related validity of personnel selection procedures, and particularly the effect of range restriction corrections on those validity estimates. Corrections for range restriction in meta-analyses of predictor-criterion relationships in personnel selection contexts typically involve the use of an artifact distribution. After outlining and critiquing five approaches that have commonly been used to create and apply range restriction artifact distributions, we conclude that each has significant issues that often result in substantial overcorrection and that therefore the validity of many selection procedures for predicting job performance has been substantially overestimated. Revisiting prior meta-analytic conclusions produces revised validity estimates. Key findings are that most of the same selection procedures that ranked high in prior summaries remain high in rank, but with mean validity estimates reduced by .10-.20 points. Structured interviews emerged as the top-ranked selection procedure. We also pair validity estimates with information about mean Black-White subgroup differences per selection procedure, providing information about validity-diversity tradeoffs. We conclude that our selection procedures remain useful, but selection predictor-criterion relationships are considerably lower than previously thought. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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重新审视人员选择有效性的元分析估计：解决系统过度校正以限制范围。

本文系统地重新审视了先前关于人员选择程序的标准相关有效性的荟萃分析结论，特别是范围限制校正对这些有效性估计的影响。在人员选择环境中对预测-标准关系的元分析中范围限制的校正通常涉及使用伪影分布。在概述和批评了五种通常用于创建和应用范围限制伪影分布的方法后，我们得出结论，每种方法都有重大问题，通常会导致严重的过度校正，因此许多用于预测工作绩效的选择程序的有效性被大大高估了. 重新审视先前的荟萃分析结论会产生修正的有效性估计。主要发现是，在之前的摘要中排名靠前的大多数相同选择程序的排名仍然很高，但平均有效性估计值降低了 0.10-0.20 分。结构化面试成为排名最高的选拔程序。我们还将有效性估计与每个选择程序的平均黑白亚组差异信息配对，提供有关有效性-多样性权衡的信息。我们得出结论，我们的选择程序仍然有用，但选择预测器-标准关系远低于以前的想法。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。结构化面试成为排名最高的选拔程序。我们还将有效性估计与每个选择程序的平均黑白亚组差异信息配对，提供有关有效性-多样性权衡的信息。我们得出结论，我们的选择程序仍然有用，但选择预测器-标准关系远低于以前的想法。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。结构化面试成为排名最高的选拔程序。我们还将有效性估计与每个选择程序的平均黑白亚组差异信息配对，提供有关有效性-多样性权衡的信息。我们得出结论，我们的选择程序仍然有用，但选择预测器-标准关系远低于以前的想法。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。