Cloud-based Meta-analysis to Bridge Science and Practice: Welcome to metaBUS
Although volumes have been written on spanning the science-practice gap in applied psychology, surprisingly few tangible components of that bridge have actually been constructed. We describe the...
View ArticleThe Validity of Individual Psychological Assessments for Entry-Level Police...
Although individual psychological assessment is widely used in employee selection, the empirical research on the validity of individual assessments is sparse. A multi-stage, multi-site study examined...
View ArticleThe Interactive Influence of Ambition and Sociability on Performance in a...
The purpose of this study was to present and empirically test the potential influence on ratings in a behavior description interview (BDI) of the personality traits ambition and sociability, two...
View ArticleIdentifying the Strongest or the Weakest Link: Effects on Subsequent Ratings
The current study investigated the effect of a negative designation performance rating purpose in contrast to a positive designation purpose or a deservedness purpose on a) the ability of raters to...
View ArticleAssessment of Personality through Behavioral Observations in Work Simulations
This study outlines the development of a rating scale designed to measure personality-related behavior in the context of work simulations. The tool, labeled the Work Simulation Personality Rating...
View ArticleUsing Technology to Improve the Interview as a Selection Tool
Using the extant literature on best practices in the selection interview, this paper describes a technology-based selection interview system. The process includes interviewer training and...
View ArticleIndividual Differences Predicting Impression Management Detection in Job...
Applicant impression management (IM), and especially its deceptive side (i.e., faking), has been described as a potential threat to the validity of employment interviews. This threat was confirmed by...
View ArticleTechnology in the Employment Interview: A Meta-Analysis and Future Research...
The use of technology such as telephone and video has become common when conducting employment interviews. However, little is known about how technology affects applicant reactions and interviewer...
View ArticleCheating on Unproctored Internet Intelligence Tests: Strategies and Effects
A crucial issue concerning unproctored Internet-based testing (UIT) of cognitive ability is its susceptibility to cheating. Whereas evidence indicates that cheating during UIT occurs, there is still...
View ArticleThreat of Technological Unemployment: Are Hiring Managers Discounted for...
Two studies were conducted to examine the tenability of Meehl’s (1986) “threat of technological unemployment” explanation for why practitioners of employee selection resist using standardized...
View ArticleA Public-Domain Personality Item Bank For Use With The Raymark, Schmit, and...
Presented is the development of a repository of work-related personality items that may be used to assess job-related traits identified by the Personality-Related Position Requirements Form (PPRF:...
View ArticleCommunicating Criterion-Related Validity Using Expectancy Charts: A New Approach
Often, personnel selection practitioners present the results of their criterion-related validity studies to their senior leaders and other stakeholders when trying to either implement a new test or...
View ArticleStop Interrupting Me! Examining the Relationship Between Interruptions, Test...
Unproctored testing (UIT) is common, and mobile testing is increasing rapidly, which means applicants are completing assessments in a variety of test environments. Little is known about how...
View ArticleUsing O*NET to Develop a Framework of Job Characteristics to Potentially...
It has long been theorized that we can improve prediction of job-related behavior from measures of personality by identifying job characteristics that allow for the expression of individual...
View ArticleTimeliness is Key to the Candidate Experience
Effective talent attraction is a competitive advantage for organizations. This study examined the spillover effect of recruitment delays on signals important for organizational attraction. A diverse...
View ArticleVideo killed the interview star: Does picture-in-picture affect interview...
Although technology-mediated selection interviews have become more prevalent in practice, research on this phenomenon has failed to keep pace. One pressing need is to understand the dimensions upon...
View ArticleCloud-based Meta-analysis to Bridge Science and Practice: Welcome to metaBUS
Although volumes have been written on spanning the science-practice gap in applied psychology, surprisingly few tangible components of that bridge have actually been constructed. We describe the...
View ArticleThe Validity of Individual Psychological Assessments for Entry-Level Police...
Although individual psychological assessment is widely used in employee selection, the empirical research on the validity of individual assessments is sparse. A multi-stage, multi-site study examined...
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