Limitation Of Other Selection Techniques

"...- situational interviews assumed that a hypothetical response is a good indicator of future behavior, even though we know that intentions are not always a reliable guide to actual behavior.

- ability tests assume that tests can fully and adequately capture all the relevant aspects of the job

- personality profiles assume that what we call personality is a stable construct that can be measured accurately by any one test at any one time. Further, they assume that personality traits can be accurately linked back to job performance, when in many cases they cannot

- assessment centers, the most reliable of the techniques (and the most expensive), are based on the assumption that the array of tests and exercises a candidate has to complete will adequately capture what is entailed by the actual job..."

Harry Onsman, 2004d

. In addition to interviewing, referee checks should be conducted