Short answer

Design selection processes that evaluate candidates not only for their ability to perform tasks but also for their potential to thrive and maintain well-being in the role and organizational context.

Field: Human Factors
Source: International Journal of Selection and Assessment (2025)
Method: Literature Review and Conceptual Argumentation
Evidence: Strong effect

Integrating employee well-being as a selection criterion, alongside job performance, can lead to improved organizational outcomes and human flourishing. This human factors research insight is drawn from a 2025 study published in International Journal of Selection and Assessment. Using Literature review and conceptual argumentation, researchers explored how this design variable affects real-world outcomes. The key design takeaway: Design selection processes that evaluate candidates not only for their ability to perform tasks but also for their potential to thrive and maintain well-being in the role and organizational context.

Study

Human FactorsNew This WeekStrong effect

Prioritize Employee Well-being in Selection for Enhanced Performance and Retention

Integrating employee well-being as a selection criterion, alongside job performance, can lead to improved organizational outcomes and human flourishing.

International Journal of Selection and Assessment · 2025

Key Findings

01Sole focus on job performance in selection is a limitation.
02Employee well-being is intrinsically valuable and predicts organizational outcomes like reduced turnover and absenteeism.
03Well-being can be integrated into selection through various methods, including trait assessment, person-environment fit, and communication.
04Challenges include potential discrimination, balancing multiple criteria, and applicant faking.

Application

Design takeaway

Design selection processes that evaluate candidates not only for their ability to perform tasks but also for their potential to thrive and maintain well-being in the role and organizational context.

How to apply

Incorporate well-being-related questions or assessments into job interviews, psychometric testing, or simulation exercises. Ensure these are job-relevant and ethically administered.

Project actions

01Consider how your design choices might impact the user's emotional state and overall satisfaction.
02Explore methods to assess user well-being in relation to your design, not just its functionality.

Method & Evidence

AimShould personnel selection systems explicitly incorporate employee well-being as a criterion alongside job performance?

MethodLiterature Review and Conceptual Argumentation

ProcedureThe research reviews existing literature on personnel selection, job performance, and employee well-being, arguing for a paradigm shift in selection practices to include well-being as an explicit criterion. It proposes practical pathways and discusses challenges.

ContextHuman Resource Management and Personnel Selection

Variables

IVInclusion of well-being criteria in personnel selection

DVJob performance, employee turnover, absenteeism, citizenship behavior, employee well-being

CVJob-specific demands, individual differences, work-related factors

Strengths & Limitations

Strengths

+Addresses a critical gap in traditional selection research.
+Provides practical pathways for implementation.
+Draws on ethical, legal, and economic arguments.

Limitations

Measuring subjective well-being can be challenging and prone to bias. Ensuring fairness and avoiding discrimination in well-being assessments requires careful design.

Reliability & validity

The validity of well-being measures in selection is crucial; ensuring these measures accurately predict future outcomes and are not easily faked is key. Reliability would depend on the consistency of the chosen assessment methods.

Think critically

How can designers ethically and effectively measure and integrate 'well-being' into their design processes without introducing bias or overstepping boundaries?

Design Principles

"Holistic candidate assessment: Evaluate candidates across multiple dimensions, including performance potential, well-being indicators, and person-environment fit."

Traditional selection methods often overemphasize immediate job performance, potentially overlooking factors that contribute to long-term employee success and satisfaction. By considering well-being, design practitioners can create more sustainable and effective work environments.

What This Means for Your Design

When choosing people for jobs, it's not just about whether they can do the work, but also about whether they will be happy and healthy doing it. This helps them stay longer and perform better overall.

How to use in your project

1.Reference this study when discussing the importance of user-centered design that goes beyond basic usability to encompass emotional and psychological factors.
2.Use it to justify the inclusion of well-being metrics in your design evaluation.

Add to My Project

Quick Cite

Paragraph starter

This research underscores the importance of a holistic approach to user assessment, advocating for the integration of well-being criteria alongside performance metrics. By considering factors that contribute to user flourishing, designers can create solutions that are not only functional but also foster positive emotional and psychological outcomes, leading to greater user satisfaction and long-term engagement.

Source

International Journal of Selection and Assessment

Why Personnel Selection Should Target Job Performance AND Well‐Being

journal · 2025

View source

Questions About This Research

What does the research say about prioritize employee well-being in selection for enhanced performance and retention?: Design selection processes that evaluate candidates not only for their ability to perform tasks but also for their potential to thrive and maintain well-being in the role and organizational context. Evidence: International Journal of Selection and Assessment (2025).
Why does "Prioritize Employee Well-being in Selection for Enhanced Performance and Retention" matter for design?: Traditional selection methods often overemphasize immediate job performance, potentially overlooking factors that contribute to long-term employee success and satisfaction. By considering well-being, design practitioners can create more sustainable and effective work environments.
How can designers apply this research?: Design selection processes that evaluate candidates not only for their ability to perform tasks but also for their potential to thrive and maintain well-being in the role and organizational context.
What were the main findings?: Sole focus on job performance in selection is a limitation.. Employee well-being is intrinsically valuable and predicts organizational outcomes like reduced turnover and absenteeism.. Well-being can be integrated into selection through various methods, including trait assessment, person-environment fit, and communication.. Challenges include potential discrimination, balancing multiple criteria, and applicant faking.
What research method was used?: Literature Review and Conceptual Argumentation.
How strong is the evidence?: Evidence strength is rated Strong effect, based on a 2025 journal from International Journal of Selection and Assessment.
What should I do differently in my next project?: Incorporate well-being-related questions or assessments into job interviews, psychometric testing, or simulation exercises. Ensure these are job-relevant and ethically administered.
What are the limitations?: Potential for discriminatory practices if not carefully implemented; challenges in accurately measuring well-being and preventing applicant faking.