Nontraditional criteria may include personality variables, commitment, citizenship behaviors, satisfaction, etc. Reduces the pool but those left behind have better picture of job and organization as it really is and may enhance retention. Focus is on the quality of the measure. Requires an accumulation of evidence. Gives one an estimate of the productivity in dollar value expected by using this selection device over none or certain others while taking into account the costs of the system.
Usefulness is determined by the practicality and applicant acceptance of the procedure.
Perceived unfairness can harm selection efforts. Cannot assess complex behaviors well. Evaluations made by psychologists. Evaluated by multiple observers who are trained and reach consensus ratings on applicants. Only used for higher level jobs and also used for developmental rather than for selection purposes.