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.
New research shows that adding oddball questions into a job interview does not make organizations more attractive to applicants.
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.
New machine learning techniques offer a promising way for organizations to predict employee success without compromising fairness to applicants.
New research finds that an AI chatbot can infer someone’s personality. What are the implications for the future of employee selection?
Background information in asynchronous video interviews can lead to bias in the employee selection process.
Many organizations are now conducting job interviews with a video interface that records answers for later evaluation. Are these “asynchronous” methods fair to job applicants?
New research investigates score differences on cognitive ability tests when taken by mobile versus non-mobile users.
New research shows that fast-paced simulation assessments may be a valid selection method to predict future job performance, but only under specific conditions.
Organizations are increasingly relying on computers to assess job candidates. Do the psychometric properties of these methods support their use?
