Some virtues of dissatisfaction in the science and practice of personnel selection

Dissatisfaction with traditional ways of thinking and doing things can either be mere reaction to tradition or useful in developing improvements in the scientific foundations and practices of management. In the specific field of employee selection, seven areas of dissatisfaction are enumerated and discussed. In most of them, those who have published their dissatisfactions have also pointed to ways to do things better. The conclusion is that dissatisfaction can point to ways to expand the options in the way employee selection programs are conceived and operated, without total abandonment of the valuable results that have accrued from traditional practice.