Discussion Post: Predictor Selection and Associated Criterion Measures
An array of considerations must be made in identifying predictors for use as part of a selection process. While professional judgment plays a role, there should be sound empirical, logical, and theoretical evidence for the use of a predictor. A comprehensive knowledge of the job demands, desired outcome levels, and related empirical research collectively can provide such a rationale for selecting and using predictors. Once a predictor is identified, it is necessary to directly observe its relationship with one or more criterion measures of work related activities, behaviors, and performance. Consider how sales organizations may use employee-performance predictors to find suitable candidates for employment (Society for Industrial and Organizational Psychology, Inc., 2003).
Post descriptions of two predictors used in personnel selection to estimate performance of an employee in sales. Explain how you might validate each predictor and which criterion measure(s) you might use. Provide concrete examples and citations from the Learning Resources and current literature to support your post.
The response must include a reference list. Using Times New Roman 12 pnt font, double-space, one-inch margins, and APA style of writing and citations.