Orgaizatios,” Persoel Psychology 67, o.2（2014）: 313–350。

第24章　人员招聘，以结构化指标衡量人才

很少有人可以不经过面试就被录用：A. I. Huffcutt, S. S. Culbertso, “Iterviews,” i S. Zedeck, ed., APA Hadbook of Idustrial ad Orgaizatioal Psychology（Washigto, DC: America Psychological Associatio, 2010）, 185–203。

在某种程度上依赖直觉性判断：N. R. Kucel, D. M. Klieger, D. S. Oes, “I Hirig, Algorithms Beat Istict,” Harvard Busiess Review 92, o. 5（2014）: 32。

首要问题：R. E. Ployhart, N. Schmitt, N. T. Tippis, “Solvig the Supreme Problem: 100 Years of Selectio ad Recruitmet at the Joural of Applied Psychology,” Joural of Applied Psychology 102（2017）: 291–304。

其他研究报告的相关系数为0.2～0.33：M. McDaiel, D. Whetzel, F. L. Schmidt, S. Maurer, “Meta Aalysis of the Validity of Employmet Iterviews,” Joural of Applied Psychology 79（1994）: 599–616；A. Huffcutt, W. Arthur, “Huter ad Huter（1984）Revisited:Iterview Validity for Etry-Level Jobs,” Joural of Applied Psychology 79（1994）: 2；F. L. Schmidt, J. E. Huter, “The Validity ad Utility of Selectio Methods i Persoel Psychology: Practical ad Theoretical Implicatios of 85 Years of Research Orgaizatios,” Persoel Psychology 67, o.2（2014）: 313–350。

第24章　人员招聘，以结构化指标衡量人才

很少有人可以不经过面试就被录用：A. I. Huffcutt, S. S. Culbertso, “Iterviews,” i S. Zedeck, ed., APA Hadbook of Idustrial ad Orgaizatioal Psychology（Washigto, DC: America Psychological Associatio, 2010）, 185–203。

在某种程度上依赖直觉性判断：N. R. Kucel, D. M. Klieger, D. S. Oes, “I Hirig, Algorithms Beat Istict,” Harvard Busiess Review 92, o. 5（2014）: 32。

首要问题：R. E. Ployhart, N. Schmitt, N. T. Tippis, “Solvig the Supreme Problem: 100 Years of Selectio ad Recruitmet at the Joural of Applied Psychology,” Joural of Applied Psychology 102（2017）: 291–304。

其他研究报告的相关系数为0.2～0.33：M. McDaiel, D. Whetzel, F. L. Schmidt, S. Maurer, “Meta Aalysis of the Validity of Employmet Iterviews,” Joural of Applied Psychology 79（1994）: 599–616；A. Huffcutt, W. Arthur, “Huter ad Huter（1984）Revisited:Iterview Validity for Etry-Level Jobs,” Joural of Applied Psychology 79（1994）: 2；F. L. Schmidt, J. E. Huter, “The Validity ad Utility of Selectio Methods i Persoel Psychology: Practical ad Theoretical Implicatios of 85 Years of Research Fidigs,” Psychology Bulleti 124（1998）: 262–274; F. L. Schmidt, R. D. Zimmerma, “A Couterituitive Hypothesis About Employmet Iterview Validity ad Some Supportig Evidece,” Joural of Applied Psychology 89（2004）: 553–561。请注意，当考虑某些研究的子集时有效性更高，如果研究使用专门为此目的创建的绩效评估，而不是现有的管理评估，结论更是如此。

客观无知：S. Highhouse, “Stubbor Reliace o Ituitio ad Subjectivity i Employee Selectio,”Idustrial ad Orgaizatioal Psychology 1（2008）: 333–342；D. A. Moore, “How to Improve the Accuracy ad Reduce the Cost of Persoel Selectio,” Califoria Maagemet Review 60（2017）: 8–17。

有相似的文化背景或共同之处：L. A. Rivera, “Hirig as Cultural Matchig:The Case of Elite Professioal Service Firms,” America Sociology Review 77（2012）: 999–1022。

两位面试官对同一位应聘者的评分的相关系数：Schmidt, Zimmerma, “Couterituitive Hypothesis”；Timothy A. Judge, Chad A. Higgis, Daiel M. Cable, “The Employmet Iterview: A Review of Recet Research ad Recommedatios for Future Research,” Huma Resource Maagemet Review 10（2000）: 383–406；以及A. I. Huffcutt, S. S. Culbertso, W. S. Weyhrauch, “Employmet Iterview Reliability: New Meta-Aalytic Estimates by Structure ad Format,”Iteratioal Joural of Selectio ad Assessmet 21（2013）: 264–276。Fidigs,” Psychology Bulleti 124（1998）: 262–274; F. L. Schmidt, R. D. Zimmerma, “A Couterituitive Hypothesis About Employmet Iterview Validity ad Some Supportig Evidece,” Joural of Applied Psychology 89（2004）: 553–561。请注意，当考虑某些研究的子集时有效性更高，如果研究使用专门为此目的创建的绩效评估，而不是现有的管理评估，结论更是如此。

客观无知：S. Highhouse, “Stubbor Reliace o Ituitio ad Subjectivity i Employee Selectio,”Idustrial ad Orgaizatioal Psychology 1（2008）: 333–342；D. A. Moore, “How to Improve the Accuracy ad Reduce the Cost of Persoel Selectio,” Califoria Maagemet Review 60（2017）: 8–17。

有相似的文化背景或共同之处：L. A. Rivera, “Hirig as Cultural Matchig:The Case of Elite Professioal Service Firms,” America Sociology Review 77（2012）: 999–1022。

两位面试官对同一位应聘者的评分的相关系数：Schmidt, Zimmerma, “Couterituitive Hypothesis”；Timothy A. Judge, Chad A. Higgis, Daiel M. Cable, “The Employmet Iterview: A Review of Recet Research ad Recommedatios for Future Research,” Huma Resource Maagemet Review 10（2000）: 383–406；以及A. I. Huffcutt, S. S. Culbertso, W. S. Weyhrauch, “Employmet Iterview Reliability: New Meta-Aalytic Estimates by Structure ad Format,”Iteratioal Joural of Selectio ad Assessmet 21（2013）: 264–276。第一印象非常重要：M. R. Barrick et al., “Cadidate Characteristics Drivig Iitial Impressios Durig Rapport Buildig: Implicatios for Employmet Iterview Validity”, Joural of Occupatioal ad Orgaizatioal Psychology 85（2012）: 330–352；M. R. Barrick, B. W. Swider, G. L. Stewart, “Iitial Evaluatios i the Iterview: Relatioships with Subsequet Iterviewer Evaluatios ad Employmet Offers,” Joural of Applied Psychology 95（2010）: 1163。

握手的感觉：G. L. Stewart, S. L. Dusti, M. R. Barrick, T. C. Darold, “Explorig the Hadshake i Employmet Iterviews,” Joural of Applied Psychology 93,（2008）: 1139–1146。

积极的第一印象：T. W. Dougherty, D. B. Turba, J. C. Calleder, “Cofirmig First Impressios i the Employmet Iterview: A Field Study of Iterviewer Behavior,” Joural of Applied Psychology 79（1994）: 659–665。

一个让人难以置信的实验：J. Daa, R. Dawes, N. Peterso, “Belief i the Ustructured Iterview: The Persistece of a Illusio,” Judgmet ad Decisio Makig 8（2013）: 512–520。

绝大多数人力资源专业人士都更赞成使用诊断性汇总：Natha R. Kucel et al., “Mechaical versus Cliical Data Combiatio i Selectio ad Admissios Decisios:A Meta-Aalysis,” Joural of Applied Psychology 98, o. 6（2013）: 1060–1072。第一印象非常重要：M. R. Barrick et al., “Cadidate Characteristics Drivig Iitial Impressios Durig Rapport Buildig: Implicatios for Employmet Iterview Validity”, Joural of Occupatioal ad Orgaizatioal Psychology 85（2012）: 330–352；M. R. Barrick, B. W. Swider, G. L. Stewart, “Iitial Evaluatios i the Iterview: Relatioships with Subsequet Iterviewer Evaluatios ad Employmet Offers,” Joural of Applied Psychology 95（2010）: 1163。

握手的感觉：G. L. Stewart, S. L. Dusti, M. R. Barrick, T. C. Darold, “Explorig the Hadshake i Employmet Iterviews,” Joural of Applied Psychology 93,（2008）: 1139–1146。

积极的第一印象：T. W. Dougherty, D. B. Turba, J. C. Calleder, “Cofirmig First Impressios i the Employmet Iterview: A Field Study of Iterviewer Behavior,” Joural of Applied Psychology 79（1994）: 659–665。

一个让人难以置信的实验：J. Daa, R. Dawes, N. Peterso, “Belief i the Ustructured Iterview: The Persistece of a Illusio,” Judgmet ad Decisio Makig 8（2013）: 512–520。

绝大多数人力资源专业人士都更赞成使用诊断性汇总：Natha R. Kucel et al., “Mechaical versus Cliical Data Combiatio i Selectio ad Admissios Decisios:A Meta-Aalysis,” Joural of Applied Psychology 98, o. 6（2013）: 1060–1072。相关度为0：Laszlo Bock, iterview with Adam Bryat, The New York Times, Jue 19, 2013。另见Laszlo Bock, Work Rules!: Isights from Iside Google That Will Trasform How You Live ad Lead（New York: Hachette, 2015）。

一位知名的猎头：C. Ferádez-Aráoz, “Hirig Without Firig,” Harvard Busiess Review, July 1, 1999。

结构化的行为面试：有关结构化内面试的指南，参见Michael A. Campio, David K. Palmer, James E. Campio, “Structurig Employmet Iterviews to Improve Reliability, Validity ad Users’Reactios,” Curret Directios i Psychological Sciece 7, o. 3（1998）: 77–82。

究竟什么样的面试才算得上是结构化面试：J. Levashia, C. J. Hartwell, F. P. Morgeso, M. A. Campio, “The Structured Employmet Iterview: Narrative ad Quatitative Review of the Research Literature,” Persoel Psychology 67（2014）: 241–293。

结构化面试比传统的非结构化面试更能预测应聘者未来的表现：McDaiel et al., “Meta Aalysis”; Huffcutt, Arthur, “Huter ad Huter（1984）Revisited”；Schmidt, Huter, “Validity ad Utility”；Schmidt, Zimmerma, “Couterituitive Hypothesis”。

工作样本测试：Schmidt, Huter, “Validity ad Utility”。

以色列军队：Kahema, Thikig, Fast ad Slow, 229。相关度为0：Laszlo Bock, iterview with Adam Bryat, The New York Times, Jue 19, 2013。另见Laszlo Bock, Work Rules!: Isights from Iside Google That Will Trasform How You Live ad Lead（New York: Hachette, 2015）。

一位知名的猎头：C. Ferádez-Aráoz, “Hirig Without Firig,” Harvard Busiess Review, July 1, 1999。

结构化的行为面试：有关结构化内面试的指南，参见Michael A. Campio, David K. Palmer, James E. Campio, “Structurig Employmet Iterviews to Improve Reliability, Validity ad Users’Reactios,” Curret Directios i Psychological Sciece 7, o. 3（1998）: 77–82。

究竟什么样的面试才算得上是结构化面试：J. Levashia, C. J. Hartwell, F. P. Morgeso, M. A. Campio, “The Structured Employmet Iterview: Narrative ad Quatitative Review of the Research Literature,” Persoel Psychology 67（2014）: 241–293。

结构化面试比传统的非结构化面试更能预测应聘者未来的表现：McDaiel et al., “Meta Aalysis”; Huffcutt, Arthur, “Huter ad Huter（1984）Revisited”；Schmidt, Huter, “Validity ad Utility”；Schmidt, Zimmerma, “Couterituitive Hypothesis”。

工作样本测试：Schmidt, Huter, “Validity ad Utility”。

以色列军队：Kahema, Thikig, Fast ad Slow, 229。实用性的建议和指导：Kucel, Klieger, Oes, “Algorithms Beat Istict”。另见Campio, Palmer, ad Campio, “Structurig Employmet Iterviews”。

错觉的持续：Daa, Dawes, Peterso, “Belief i the Ustructured Iterview”。

第25章　中介评估法，做出明智决策的核心方法

中介评估法：Daiel Kahema, Da Lovallo, Olivier Siboy, “A Structured Approach to Strategic Decisios: Reducig Errors i Judgmet Requires a Disciplied Process,” MIT Sloa Maagemet Review 60（2019）: 67–73.

评估-讨论-评估法：Adrew H. Va De Ve ad Adré Delbecq, “The Effectiveess of Nomial, Delphi, ad Iteractig Group Decisio Makig Processes,” Academy of Maagemet Joural 17, o. 4（1974）: 605–621。另见本书第21章。

第六部分　最佳的噪声水平

在他们看来，没有任何机械性的解决方案可以满足司法要求：Kate Stith, José A. Cabraes, Fear of Judgig: Setecig Guidelies i the Federal Courts（Chicago: Uiversity of Chicago Press, 1998）, 177。

第26章　减少噪声的成本实用性的建议和指导：Kucel, Klieger, Oes, “Algorithms Beat Istict”。另见Campio, Palmer, ad Campio, “Structurig Employmet Iterviews”。

错觉的持续：Daa, Dawes, Peterso, “Belief i the Ustructured Iterview”。

第25章　中介评估法，做出明智决策的核心方法

中介评估法：Daiel Kahema, Da Lovallo, Olivier Siboy, “A Structured Approach to Strategic Decisios: Reducig Errors i Judgmet Requires a Disciplied Process,” MIT Sloa Maagemet Review 60（2019）: 67–73.

评估-讨论-评估法：Adrew H. Va De Ve ad Adré Delbecq, “The Effectiveess of Nomial, Delphi, ad Iteractig Group Decisio Makig Processes,” Academy of Maagemet Joural 17, o. 4（1974）: 605–621。另见本书第21章。

第六部分　最佳的噪声水平

在他们看来，没有任何机械性的解决方案可以满足司法要求：Kate Stith, José A. Cabraes, Fear of Judgig: Setecig Guidelies i the Federal Courts（Chicago: Uiversity of Chicago Press, 1998）, 177。

第26章　减少噪声的成本