ABSTRACT
The majority of employee selection research is focused on the development, assessment, and relative predictive efficacy of predictor constructs and methods (e.g., Schmidt & Hunter, 1998). Also receiving considerable research attention are validation support for selection strategies (Schmitt & Sinha, 2011) and applicant reactions to selection systems (Hauskenecht, Day, & Thomas, 2004). Comparatively less work, however, has focused on the decisions that employers make during the selection process. This is despite the fact that virtually all employee selection scenarios come down to decisions about applicants, such as the decision to invite an applicant for an on-site interview, to reject the candidate from further consideration, or to make an employment offer. Thus, the lack of attention to the specific decisions is somewhat unfortunate, from both a scientific perspective and a practical one.
