Not yet human-reviewed
This source record was written automatically by the research pipeline and has not yet been reviewed by the maintainer or integrated into a topic page. Treat it as a provisional summary and verify claims against the original source.
Hiring People in Organizations: The State and Future of the Science
Citation. Sackett, P. R., Lievens, F., & Landers, R. N. (2026). Hiring People in Organizations: The State and Future of the Science. Annual Review of Organizational Psychology and Organizational Behavior, 13, 49–75. https://doi.org/10.1146/annurev-orgpsych-020924-072127
Summary. This peer-reviewed review synthesizes recent personnel-selection research on established predictor validity, new assessment modalities, validity estimation, fairness and bias, applicant reactions, and stakeholder acceptance. It treats AI-enabled test development, administration, and scoring as part of a broader selection measurement and governance problem rather than as a standalone technology question.
Key claims
- Personnel-selection validity claims should distinguish observed validity from corrections for measurement error and range restriction, because applying correction factors without credible design-specific information can overestimate operational validity.
- New selection systems such as asynchronous video interviews, social-media assessments, constructed-response formats, and AI-enabled testing require transparent descriptions of their modular design and scoring choices before their quality can be evaluated or accumulated across studies.
- AI scoring can make asynchronous video interviews more scalable, but evidence and applicant concerns require evaluation of reliability, validity, fairness, candidate experience, and the consequences of design choices.
- Selection fairness requires attention to predictive bias, effect-size choices, algorithmic-bias mitigation, and validity-diversity trade-offs rather than a single universal criterion.
Evidence & limitations
- Narrative annual review drawing on prior meta-analyses, methodological work, and studies of selection procedures; it is not a new primary empirical study.
- The article is peer-reviewed, published in Annual Review of Organizational Psychology and Organizational Behavior, and licensed CC BY 4.0; its technology-specific conclusions depend on the heterogeneous designs and evidence bases it reviews.