Neubert, Mainert, Kretzschmar, and Greiff (2015) argue that the variable and dynamic nature of new job roles requires employees to demonstrate skills such as complex problem solving (CPS) or collaborative problem solving (ColPS). We argue that assessing CPS and ColPS in place of traditional assessment would be criterion deficient. We argue that traditional personnel assessments are important even for 21st century jobs. In this commentary we attempt to (a) highlight the contribution of currently assessed individual predictors and job skills in relation to personnel selection and (b) discuss how those traditional assessments can inform performance even in dynamic environments, such as those experienced in team-based work.

Neubert, Mainert, Kretzschmar, and Greiff (2015) suggest two individual differences that have been overlooked in the industrial–organizational (I-O) literature (i.e., complex and collaborative problem solving) will be critical in the 21st century workplace. Below, I will briefly summarize some history and empirical findings at odds with Neubert et al.’s (2015) assertions.

In Industrial and Organizational Psychology volume 7, issue 4, a commentary to the focal article Oswald et al.1 was unfortunately omitted. This commentary, “Imperfect Corrections or Correct Imperfections? Psychometric Corrections in Meta-Analysis,” by Frederick L. Oswald, Seydahmet Ercan, Samuel T. McAbee, Jisoo Ock, and Amy Shaw,2 is reproduced in the following pages.

There is understandable concern by LeBreton, Scherer, and James (2014) that psychometric corrections in organizational research are nothing more than a form of statistical hydraulics. Statistical corrections for measurement error variance and range restriction might inappropriately ratchet observed effects upward into regions of practical significance and publication glory—at the expense of highly questionable results.