ABSTRACT
Personnel selection can be defined as an organization’s activities aimed at choosing people for the fulfilment of jobs. It comprises both choices concerning the decision to admit people to the organization and the decision about a change of position inside the organization. The choice typically aims at achieving an “optimal” result defined by some kind of objective. While formerly the objective has been to find “suitable candidates”, nowadays it is to optimize “utility”, defined in terms of the interests of the organization. Utility refers to the overall result of selection evaluated against the background of the goals and resources of the organization, and to its success in the organization’s environment.
