Categories : *International Journal of Selection and Assessment
Using Unproctored Internet Testing for Hiring
Researchers consider unproctored internet testing for employee selection. Should organizations use this method?
Categories : *International Journal of Selection and Assessment
Reactions to Employment Testing: Internal Versus External Employees
Research compares the reactions to employee testing for both internal job candidates and external job candidates.
Categories : *Journal of Applied Psychology
Integrity Tests May Not Work as Well as Previously Thought
Researchers consider whether past studies of integrity tests provide an accurate picture of how well these tests work.
Categories : Medical Education1 Comment
The Best Predictors of Academic Performance
Researchers compare various factors to see which ones best predict the academic performance of first-year medical students.
Categories : *Journal of Applied Sport Psychology1 Comment
Predicting Athlete Success Based on Birth Factors
Researchers consider the size of athletes’ hometowns when predicting success.
Categories : Uncategorized
Does Cognitive Ability Predict Success For Athletes?
Researchers consider the ability of cognitive tests to predict success for athletes.
Categories : *Personnel Psychology
An Advanced Look at Scoring Biodata For Employee Selection
Researchers provide insight on the best way to score the biographical data – or biodata – that is often used in the employee selection process.
Categories : *Human Resource Management
How to Create an Innovative Workforce
Researchers explain how organizations can properly utilize workforce creativity and innovation for a competitive advantage.
Categories : *Journal of Applied Psychology
Predicting the Future with Situational Judgment Tests
Researchers find that situational judgment tests can predict job performance many years later. How can your organization benefit from them?
Categories : *Personnel Psychology
One Way to Reduce Faking on Selection Tests
Researchers investigate a technique called response elaboration to determine if it can reduce faking on certain employee selection tests.