ABSTRACT
This chapter discusses the contributions made to the literature, the conclusions to be drawn from and the implications of what was learned, and the strengths and weaknesses of the framework and data used to perform the analyses. The effect of the formal evaluation of recruitment and selection policies on labor performance was not found to be significantly different from zero either. A business unit indicating that it engages in HR planning for recruitment and selection could, on the one hand, practice sophisticated forecasting techniques for HR needs and conduct needs analyses using extensive and detailed HRIS data bases; on the other hand, the same answer could mean merely that several people talk informally about how many people should be hired. The productivity benefits of increasing all types of selection testing may be thwarted in the United States by recent trends that would limit the use of some tests by employers.
