Predicting Performance with Letters of Recommendation

THE WORLD IN A TEA CUP

ImageIn psychology, it is commonly believed that the best predictor of future performance is to look at past performance. While it is not very difficult to verify the previous employment of an applicant, it can be rather difficult to verify the quality of his/her previous performance. An employer must obtain information about the quality of an applicant’s previous performance by asking an applicant either to supply names of references that the employer can call or to provide letters of recommendation from previous employers. According to Muchinsky, Even though references are commonly used to screen and select employees, they have not been successful in predicting future employee success. In fact, the average validity coefficient for references is only 0.13.

This low validity is due mostly to four main problems found with references and letters of recommendation: Leniency, knowledge of the applicant, low reliability, and extraneous factors involved in the writing and…

View original post 630 more words

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s