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Human Resource Selection 7th Edition

Robert Gatewood, Hubert S. Feild, Murray Barrick

  • Published
  • Previous Editions 2008, 2001, 1998
  • 688 Pages


Introduce future and current practitioners to the technical challenges, most recent research and today's most popular selection tools with Gatewood/Feild/Barrick's complete HUMAN RESOURCE SELECTION, 7E. This book's engaging, focused presentation offers advanced coverage that details the development and implementation of effective selection programs within today's organizations. Students and those already working in selection gain insights from today's latest research and court findings. Memorable, current examples further demonstrate how key selection concepts within this edition translate into success in the actual business environment. This thorough text is streamlined in this edition to focus on today's most important legal, global and ethical concerns; psychometric measurement concepts; job analysis; predictors of job performance; and criteria measures. A new chapter on HR recruitment and new coverage of staffing versus selection, external versus internal job candidates, and self-presentation beyond the structured interview better prepare readers to successfully handle the challenges in HR selection today.

Robert Gatewood, University of Georgia

Robert D. Gatewood received his Ph.D. in industrial psychology from Purdue University. After accomplishing this, he first worked as a consultant for American Institutes for Research and then joined academia. His first position was as a member of the Department of Management at the Terry College of Business, University of Georgia. As has been indicative of his well planned career, Bob thought that he would stay at Terry for maybe five years because it would only take a few years for a smart person with three liberal arts degrees to get used to business schools and then move on to bigger and better things. Thirty-four years later, he decided that maybe it was time to move on. During these years, Bob climbed the academic ranks from assistant to full professor and pursued an administrative career at Terry as a department chair and associate dean in the College of Business. Bob was also elected to five executive positions, including President, within the Human Resources Division of the Academy of Management. In 2005, Bob moved to the Neeley School of Business at Texas Christian University as the Director of the Executive MBA Program. In 2008 he moved to Denver, Colorado when his wife Chris became Dean of the Daniels School of Business at the University of Denver. He had the good sense to retire from faculty life at that point. As a consultant, Bob has worked with a number of companies; PPG Industries, Westinghouse, BellSouth, and Ford for example.

Hubert S. Feild, Auburn University

Hubert S. Feild earned his Ph.D. in industrial psychology from the University of Georgia. He has been a faculty member in the Department of Management at Auburn University for more than 33 years and is now the Torchmark Professor of Management. His numerous articles have been published in such journals as ACADEMY OF MANAGEMENT JOURNAL, JOURNAL OF APPLIED PSYCHOLOGY, and PERSONNEL PSYCHOLOGY. He also has done many projects for companies like SONY, PPG Industries, GE, and AmSouth Bank. A former student athlete, he played baseball at Mississippi State.

Murray Barrick, Texas A&M

Murray Barrick obtained his Ph.D. in industrial and organizational psychology from the University of Akron. He is head of the Department of Management as well as a Distinguished Professor and the Robertson Chair at the Mays Business School at Texas A&M. He previously served as a faculty member at the University of Iowa and Michigan State University. Dr. Barrick's first publication−featured in PERSONNEL PSYCHOLOGY in 1991−was recognized as the most frequently cited article in that journal during the 1990s. More recently, it was reported to be the most highly cited article in industrial psychology between 2001 and 2005. By April 2009, this one article had been cited more than 2,300 times (Google Scholar). Dr. Barrick's awards include the Outstanding Published Paper, the Owens Scholarly Achievement Award, and the 2009 Distinguished Scientific Contributions Award from the Society for Industrial and Organizational Psychology, which he won along with Mick Mount. A former associate editor of PERSONNEL PSYCHOLOGY, he serves on the editorial boards of the JOURNAL OF APPLIED PSYCHOLOGY, PERSONNEL PSYCHOLOGY, and JOURNAL OF MANAGEMENT. As for hobbies, Dr. Barrick enjoys biking across Iowa on the annual "RAGBRAI" ride. In addition, he has served as a keynote speaker in Pretoria, South Africa, and Melbourne, Australia; conducted tutorial workshops in Saudi Arabia, Switzerland, Australia, and New Zealand; and attended the occasional SIOP Conference.
  • NEW HR RECRUITMENT CHAPTER (CH.7) AND NEW CHAPTER ON APPLICATION FORMS (CH.9) STREAMLINE CONTENT TO FOCUS ON KEY CONCEPTS: This edition's new Chapter 7 focuses on HR recruitment and combines previous Chs. 7 and 8, as well as Appendix 7a, to highlight the special qualifications and personal attributes candidates need for a job. A new Chapter 9 covering Application Forms combines key concepts found in two chapters (Chs. 9 and 10) from the previous edition.
  • NEW COVERAGE COMPARES THE SELECTION OF EXTERNAL VERSUS INTERNAL JOB CANDIDATES FOR POSITIONS: Based on feedback from instructors like you, new coverage in Chapter 1 contrasts the advantages, disadvantages, challenges and risks involved in selecting a job candidate from outside of the organization compared to promoting an existing employee from within the organization
  • THE LATEST RESEARCH AND UPDATES DEMONSTRATE HOW TO MOST EFFECTIVELY USE THE MOST POPULAR SELECTION INSTRUMENTS: Coverage throughout this edition's Part 5 (Chs. 9-14) summarizes today's most recent research and updates the book's explanations of how to most effectively use selection instruments, including application forms, ability and personality testing, interviews, drug testing and more.
  • READERS LEARN TO DISTINGUISH BETWEEN SELECTION AND STAFFING AND THE IMPORTANCE OF BOTH IN EQUIPPING AN ORGANIZATION FOR SUCCESS: Chapter 1 highlights the differences between selection and staffing and focuses on the knowledge future managers need to effectively staff an organization. Readers learn the importance of selection in staffing. Students see how both selection and staffing require an understanding of specific job tasks; identifying worker knowledge, abilities, and skills (KSAs); and choosing appropriate selection instruments.
  • NEW COMPARISON OF RESEARCH FINDINGS HIGHLIGHTS SELECTION AND EXAMINES THE IMPLICATIONS OF RECENT SUPREME COURT DECISIONS: Chapter 1 now describes the comparison of research findings in selection and the practice of selection. In Chapter 2, students have new opportunities to discuss and examine some of today's most recent Supreme Court decisions and their implications on practices, such as Frank Ricci, et al. vs. John Destefano, et al. and Jack Gross vs. FBL Financial Services.
  • NEW MATERIAL THOROUGHLY EXPLORES INTERNET TESTING AND PROCTORED AS WELL AS UNPROCTORED TESTING: New material within Ch. 11 discusses the Internet testing of mental ability as well as proctored versus unproctored testing. In addition, new discussion in Ch. 13 examines recent findings about Situational Judgment Tests.
  • NEW DISCUSSIONS EXAMINE SELF-PRESENTATION AND SOCIAL DYNAMICS BEYOND THE STRUCTURED INTERVIEW: New coverage in Ch. 10 helps students look beyond the structured interview to the importance of self-presentation, such as impression management, initial impressions, verbal and nonverbal behavior, and professional demeanor. Readers examine how job candidates use these factors effectively to influence interview outcomes. The chapter also highlights the impact of social dynamics within the interview.
  • ENHANCED COVERAGE OF PERSONALITY AND PREDICTIVE VALIDITY BETTER PREPARES FUTURE AND CURRENT PRACTITIONERS: New coverage in Ch. 12 helps your students gain a better understanding of personality and predictive validity as well as the role of observer ratings, recommendations, and criteria for use across jobs.
  • ADDITIONAL EMPHASIS ON CHALLENGES OF SELECTION IN SMALLER ORGANIZATIONS PREPARES READERS FOR BUSINESS TODAY: Today's trends show large organizations are reducing their number of employees, while smaller organizations are increasing in size. To meet the unique needs of these organizations, this edition offers increased coverage of topics specifically applicable to the challenges of selection in smaller organizations.
  • OBJECTIVE REVIEWS AND RECENT RESEARCH HIGHLIGHT PREDICTORS IN SELECTION THAT ARE MOST EFFECTIVE: This edition reviews some of today's most recent research on predictors used in selection, including applications, tests, personality inventories and employment interviews. Candid discussions within the book help future practitioners sort through the plethora of selection data and methods available to determine what really works best.
  • READER-FRIENDLY PRESENTATION MAKES ADVANCED TOPICS AND THE MOST RECENT RESEARCH DEVELOPMENTS UNDERSTANDABLE: This book's reader-friendly approach brings even the most advanced topics to an understandable level, while clear presentations of research findings walk readers through each step of HR selection.
  • READERS CLEARLY UNDERSTAND HOW TO PUT THE LATEST RESEARCH INTO ACTION IN TODAY'S ORGANIZATION: The text's transition of research findings into organizational action clearly demonstrates how to apply chapter concepts to today's real business practice.
  • BALANCED, COMPREHENSIVE APPROACH CLEARLY PRESENTS TOPICS OF SELECTION: Both students and today's practitioners find a thorough coverage of selection that prepares them for success with this edition's clear, complete presentation.
1. Introduction to Selection.
2. Legal Issues in Selection.
3. Human Resource Measurement in Selectoin.
4. Reliability of Selection Measures.
5. Validity of Selection Procedures.
6. Strategies for Selection Decision Making.
7. Job Analysis in HR Selection.
Part IV: Human Resource Recruitment.
8. Recruitment of Applicants.
9. Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks.
10. The Selection Interview.
11. Ability Testing for Selection.
12. Personality Assessment for Selection.
13. Performance Tests and Assessment Centers for Selection.
14. Integrity Testing, Drug Testing, and Graphology.
15. Measures of Job Performance.

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  • ISBN-10: 1133459080
  • ISBN-13: 9781133459088
  • STARTING AT $22.49

  • STARTING AT $44.49

  • ISBN-10: 0538469943
  • ISBN-13: 9780538469944
  • Bookstore Wholesale Price $210.00
  • RETAIL $279.95