Categories : *Journal of Applied Psychology Partnership
What Effects Do Stereotype Threat and Lift Have Today?
New research finds that stereotype threat and lift may not play a pivotal role in real-world, high-stakes contexts.
Categories : *Journal of Applied Psychology Partnership
How Organizations Can Identify Risk-Prone Employees
Researchers create a new measure of risk propensity that shows promise for reducing accidents and improving workplace safety.
Categories : *Journal of Occupational & Organizational Psychology
The Downside of Using Computer Algorithms To Score Job Interviews
New research suggests that applicants may dislike when algorithms are used to evaluate video interviews, leading to a potential decrease in the applicant pool.
Categories : *Journal of Applied Psychology Partnership
Political Affiliation Can Influence Hiring Decisions
New research finds that political affiliation can influence the employee selection process, and the practice of doxing offers new insights into how.
Categories : *Journal of Personnel Psychology
How Do People Respond to Brain Teaser Questions on Job Interviews?
New research demonstrates that both practitioners and applicants dislike brainteaser interview questions. As such, organizations should consider dropping these questions from the hiring process.
Categories : *Journal of Applied Psychology Partnership
Does Cognitive Ability Predict Performance For All Levels of Job Experience?
Cognitive ability tests are often used in hiring based on their ability to predict successful job performance. But are they as useful when employees already have substantial job experience?
Categories : *Personnel Psychology
Mental Health Disclosures Can Lead to Bias in the Hiring Process
New research is shedding light on the stigma and bias that can be created in the hiring process when individuals disclose mental health statuses online.
Categories : Personnel Assessment and Decisions
Should Organizations Use Oddball Interview Questions?
New research shows that adding oddball questions into a job interview does not make organizations more attractive to applicants.
Categories : *Journal of Applied Psychology
New Recommendations for Predictors Used in Hiring
Researchers have re-analyzed the data and provided new recommendations about the types of tests that organizations should use when hiring. This new information can lead to improved decisions and fairness in the selection process.
Categories : *Journal of Applied Psychology Partnership
Using Machine Learning to Select a Diverse and Effective Workforce
New machine learning techniques offer a promising way for organizations to predict employee success without compromising fairness to applicants.