ENHANCING EXECUTIVE SELECTION: THE IMPACT OF FORENSIC PSYCHOLOGY ON PREDICTIVE VALIDITY AND ORGANIZATIONAL FIT
ENHANCING EXECUTIVE SELECTION: THE IMPACT OF FORENSIC PSYCHOLOGY ON PREDICTIVE VALIDITY AND ORGANIZATIONAL FIT

Summary/Abstract: Integrating forensic psychology principles into Human Resources (HR) practices significantly advances modern recruitment, particularly in executive selection. This study develops a research model to evaluate the impact of these approaches. By using techniques like integrity tests, situational judgment tests, and behavioral interviews, the study explores their potential to improve predictive validity and organizational fit. The methodology includes quantitative and qualitative analyses, with surveys given to HR professionals, executive job applicants, and hired executives. The study hypothesizes that forensic- psychological principles enhance predictive validity for job performance and reduce misemployment risk. Key variables include the effectiveness of these techniques and their correlation with job performance, organizational fit, and retention. Findings suggest that situational judgment and integrity tests effectively assess candidate attributes, while techniques like the Forensic Assessment Interview Technique and stress interviews present biases and negative candidate experiences. The study emphasizes the need for appropriate technique selection, thorough training for HR professionals, and ethical application. The research concludes that integrating forensic-psychological principles can improve executive recruitment by enhancing hiring accuracy and cultural alignment.

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