The Use of Internships for Selection Purposes: The “Midpoint” Between the Traditional Selection Approach and the True Probationary Model

Abstract

The current personnel selection literature utilizes a combination of predictor constructs and predictor methods to predict applicants’ future job performance, known as the traditional selection approach. Another approach is the true probationary model where all applicants are hired for an extended period of time, and the employer makes a selection decision for a full-time position based on their performance. Both selection approaches have their advantages and disadvantages but using internships for selection purposes can effectively mitigate their respective drawbacks and capitalize on their advantages. If designed properly, internships can potentially be more effective and viable than either the traditional or the true probationary selection systems. Practical and theoretical implications are discussed.