An Empirical Comparison of Self-Assessment and Organizational Assessment in Personnel Selection

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Abstract
While it can be accepted that we as human beings are capable of knowing and assessing ourselves, it is not clear whether such self-assessment information can be accurately reported and used in a predictive role. Self-assessment information was requested of 85 applicants before and after an assessment centre selection program. Those applicants employed provided self-assessments of job performance after 12 months on the job. Self-assessments were compared with organizational evaluations of performance at selection and after 12 months employment. The moderating effects of age, gender, intelligence, social desirability, work experience, and education were considered for each relationship. Results showed that generally self-assessment was unrelated to organizational assessments. Post-assessment centre self-assessments were significantly lower than self-assessments requested prior to the centre.