Classification techniques for person-job matching - An illustration using the US Army

This paper presents the case for personnel systems based on maximizing the differential information gathered about individual abilities and their matc h to jobs. In the context of assignment to multiple jobs, such systems are shown to be more effective than those based on the currently dominant parad igm of maximizing predictive validity. The latter paradigm favours the meas urement of general cognitive ability over multiple specific aptitudes. Rece nt differential approaches use computer simulation modelling of alternative hypothetical systems to evaluate potential efficiency. The paper reviews t he theoretical background on the structure of human abilities which has Lod to these contrasting approaches to personnel system design, and presents e vidence, based on the US Army selection and classification system, in suppo rt of the alternative approach. Individual test/aptitude profiles improve t he efficiency of personnel selection and classification as well as academic , vocational and career counselling. They also provide a broader, potential ly fairer definition of talent than a unidimensional indicator of cognitive ability, and a foundation for the design of Learning and decision environm ents around learner and user profiles.