Previous edition: Glenview, Ill.: Scott, Foresman, 1986; lists Benjamin Schneider as first author.

Includes bibliographical references and indexes.

Aims of the chapter -- Staffing organizations defined -- A focus on the changing nature of work -- A focus on individual differences -- A focus on the work and work environment -- A focus on how staffing contributes to organizational effectiveness -- A focus on the influence of federal employment legislation and court cases -- Summary -- Measurement concepts and data analytic tools -- Background -- Aims of the chapter -- Nature of measurement -- Manifest and latent variables -- Summarizing measurements of individual differences -- Covariation -- The Pearson product-moment correlation coefficient (r) -- Predictions based on correlation -- Predictions using multiple predictors -- Reliability -- Validity -- Moderated regression -- Structural equation modeling -- Hierarchical linear modeling -- Item response theory -- Summary -- Job analysis -- Aims of the chapter -- Job analysis is the foundation of staffing -- The larger environment -- Historical perspectives on job analysis -- Modern perspectives on jobs and job specifications -- Current challenges for job analysis -- Summary -- Performance and criterion development -- Aims of the chapter -- The importance of organizational context and goals -- Criteria defined -- Models of the job performance domain -- Desirable aspects of criteria -- Objective criterion measures -- Judgmental criterion measures -- A comparison of objective and judgmental criteria -- Criterion measurement considerations -- Current challenges for performance and criterion development -- Summary -- Recruitment: retention and attraction -- Aims of the chapter -- Internal recruitment -- External recruitment -- Current challenges for internal and external recruitment -- Summary -- Validation strategies and utility -- Aims of the chapter -- Approaches to validation -- Validity based on test content -- Validity based on the theoretical meaningfulness of tests -- Validity based on the consequences of testing -- Test utility -- Summary -- Hiring procedures: an overview -- Aims of the chapter -- Predictors: a general definition -- A model of the predictor-response process -- The structure and function of the predictor domain -- Evaluating the adequacy of predictors -- Use of predictors in staffing practice -- Current issues in predictor development -- Summary -- Hiring procedures I: cognitive ability and certification exams -- Aims of the chapter -- Paper-and-pencil tests of general ability -- Racial subgroup differences and cognitive ability -- Licensure and certification exams -- Summary -- Hiring procedures II: personality tests -- Affective measures, interests, and biodata -- Aims of the chapter -- Personality and personality tests -- Interests and interest testing -- Biographical data -- Summary -- Hiring procedures III: interviews, performance-based tests, simulations, and physical ability -- Aims of the chapter -- Interviews -- Performance-based and simulation testing -- Physical ability testing -- Summary -- The practice of staffing: legal, professional, and ethical concerns -- Aims of the chapter -- A tripartite view of staffing practice -- Legal issues -- Professional standards -- Ethical considerations -- Current issues in staffing practice -- Summary -- Staffing organizations: review and implications -- Aims of the chapter -- Effective staffing: emphasizing some key points -- Recommendations for practical staffing problems -- Speculation on the future innovations in staffing -- Implications for the job seeker.