ABSTRACT
Industrial-organizational psychologists have extended the phenomenon of interest-job fit to personnel selection using measures that are more traditionally and directly aligned with those found in the vocational counseling literature than in the industrial-organizational literature. The revival of vocational interests in the domain of personnel selection is promising and very much welcome. Interests pervade the cycle of education and work, long before someone becomes a job applicant. Taken together, the studies and meta-analyses offer several suggestions for researching vocational interests in personnel selection. Given the infrequency that vocational interests have been used in high-stakes settings, such as personnel selection, intentional distortion with regard to one’s measured interests is an area ripe for research. In the long term, it remains to be seen how frequently and effectively vocational interest measures might be implemented in personnel selection settings.
