A twenty-five year follow-up of an extended interview selection procedure in the Royal Navy.

This paper continues the description of a twenty-five year follow-up of the first 269 naval officers to be selected by extended interview. Investigations of data structure by means of principal components analysis, and explorations of the potential value of multiple regression and discriminant techniques in this selection situation are described. An attempt is made through the use of factor models to compare the original and more recent selection situations. The implications of the research for large organisations using the extended interview are discussed in terms of abilities associated with success, probationary service, and judgmental versus mechanical prediction. [ABSTRACT FROM AUTHOR]