ABSTRACT
How will selection and assessment in 2050 or even 2020 be different from how it is today (Anderson, 2003; Barrick et al., 2001; Salgado & Moscoso, 2003; Truxillo et al., 2006)? How will our knowledge of, and ability to measure, personality and intelligence be reflected in new assessment methods and techniques? It is easy to both over-and underestimate the changes at work that have occurred in the last 50 years. Some would argue, looking at selection in certain sectors like the military or the law, that there has been surprisingly little change over the past 50 years. After all, assessment centres were being used in World War II. Further, intelligence tests were being used in the World War I. Yet, economic, legal and technological changes have had a high impact on selection by dictating modern organisations’ particular practices.
