Selecting resident assistants is integral to the success of housing operations on college and university campuses. Recruiting high-performing student staff is a priority in achieving departmental goals. Despite the importance of this process and the amount of time and resources expended during selection, there is scarce research investigating the relationship between commonly used selection processes and staff performance. Using two years of data, this quantitative study combined interview data from 74 resident assistant candidates and their subsequent first-semester performance evaluation data. The results showed that traditional multiple-component selection processes fail to adequately predict future job performance in new resident assistants. Implications and recommendations for practitioners seeking to improve the assessment of their selection process are discussed. [Discussion questions prepared by Cassi Bowen and Ashley Jones.]