Abstract

The objective of this chapter is to describe the major features of selection programs that contribute to their sustainable success. This chapter focuses on four primary drivers of sustainability: (a) the organizational purposes for selection, (b) HR strategy, (c) governance, and (d) process management. The chapter will not include the psychometric technology of selection practices that affect the value of selection decisions as this content is treated elsewhere in this volume (e.g., Aiken & Hanges, Chapter 17, this volume; Putka, Chapter 1, this volume). Further, the section on process management only addresses the role of process metrics. Other, more detailed treatments of selection process management are available elsewhere, especially Tippins (2002, 2012). This chapter is the result of collaboration between psychologists with U.S.- and European-centric professional experience. The intent is not so much to ensure comprehensive coverage of cultural or national differences between sustainable selection programs as much as it is to better ensure that this chapter is relevant to modestly diverse cultural and national perspectives and contexts.