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Assumption of "having adequate applicants" Is the assumption out of date? Traditionally, the main objective of personnel selection was to identify those candidates who were expected to have the highest added value for organizations over time. Accordingly, selection procedures had higher gains, not only when the instruments used showed high validity but also when organizations could choose from a larger pool of applicants (Cascio, 1999). This is because a large applicant pool enabled organizations to be more selective, to hire only the top choices, and therefore to reduce the risk of hiring poor-performing individuals. In other words, traditional personnel selection not only benefited from an abundant labor market, but also was grounded upon the taken-for-granted assumption that organizations could choose among applicants and that virtually all job offers would be accepted by applicants. In simple words, almost all the discussion of personnel selection has assumed that there are always more applicants than...

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