Preselection Methods Prior to the Internal Assessment Center for Personnel Selection in German Companies

Companies frequently use preselection methods in order to identify eligible candidates before conducting assessment centers (ACs). The present study was the first to investigate current practices of preselection in German companies that use ACs for internal selection. Results of a survey among 109 German companies show that companies typically apply general qualification criteria (e.g., work experience), appraisals, or unstructured interviews for preselection, but rely less on trait-oriented methods (e.g., intelligence tests) and structured interviews. In their subjective evaluations, however, companies rate structured interviews and trait-oriented methods as particularly valid methods. The results also show that the number of preselection methods used is positively correlated with company size, diagnostic skills of the responsible persons in the preselection, and DIN (Deutsches Institut für Normierung [German Institute for Standardization]) 33430 certification status. The implications of these findings for practice and research are discussed.