These articles are an update to Schmidt and Hunter’s [i] (1998) seminal meta-analytic research, which summarized the predictive validity of commonly used selection tools. Sackett, Zhang, Berry, and Lievens (2023) [iv] provide not only an updated summary of the predictive validity of commonly used selection tools but also a very useful visual summary of common selection tools’ validity and “black–white” differences. In other words, it summarizes hundreds of studies to help organizations design hiring processes that leverage tools that best predict future job performance while also balancing diversity objectives.
While Sackett et al. (2023) [iv] provide a lot of great information and recommendations regarding broader principles of selection system design, there are a few key points the authors make in regard to structured interviews that are worth calling out.