Organizational Differences in Personnel Selection : Learning From and Moving Beyond Strategic Human Resource Management Research

In the focal article, Schneider and Pulakos (2022) review research findings on organizational (vs. individual) differences in several areas of I-O psychology and discuss future research agendas and avenues. In particular, they note a paucity of organization-level research in personnel selection, stating that “relatively little research has examined the impact of selection practices on organizational performance” and that “there is scant evidence that organizations that use our selection methods outperform those that do not.” We concur, but we discuss additional relevant research findings and their implications that shed further light on organizational differences in personnel selection practices/procedures and their impact on organizational performance in this commentary. In doing so, we hope this commentary will encourage I-O researchers to conduct more research on organizational differences in personnel selection using the same methodological rigor we have successfully used in abundant research on individual differences. We hope that this commentary will be helpful to I-O practitioners in charge of designing and evaluating organization-level selection practices and systems