ABSTRACT
An important UK review based on a larger US study reported the relative contribution that a number of selection methods made to the prediction of subsequent performance across a wide range of occupations. Assessment centres, which typically attempt to assess personal competencies, contributed an average of 14 per cent. The sixteen personal competency ratings combined to give a massive 71 per cent contribution to the prediction of overall effectiveness. The theory upon which the 'Contributors to overall performance model', is based asserts that 'upstream' mental abilities and personality factors are mediated by 'downstream' personal competencies in contributing to performance. Strictly speaking therefore, the former should not add value to the latter predictor. When the IQ and Big Five personality factors scores were added to the competency ratings for the SME, there was no significant improvement in predicting overall effectiveness.
