Which selection method focuses primarily on the accuracy of previous job performance?

The selection method that focuses primarily on the accuracy of previous job performance is references. References provide insight into an applicant's work history and experiences, as they typically involve direct feedback from previous employers or supervisors regarding the candidate's abilities, work ethic, and behavior in the workplace. This method allows potential employers to gauge how well a candidate performed in similar roles and how they might fit into the new organization, thereby offering a practical assessment of past job performance.

Interviews, while important for evaluating a candidate's skills and fit within a team, often rely on personal interactions and subjective impressions rather than verifiable past performance. Work sampling assesses a candidate's ability to perform specific tasks through practical tests, which does not directly relate to their past experiences in previous job roles. Aptitude tests evaluate a candidate's inherent abilities or potential to learn certain skills but do not measure how well they executed their duties in past positions. Thus, references are uniquely suited for providing a historical perspective on job performance, making them the correct selection method in this context.