Businesses are starting to use mobile phones to assess job applicants. Are these assessments just as fair as the more traditional methods of hiring new employees?
Over the past several years, researchers and human resource managers have become more interested in understanding applicant reactions to selection tools. Of course we still care about the reliability and validity of the selection tool, but we know that how an applicant reacts to the process could influence how fair
It is a well-known fact in IO psychology that cognitive ability is the one of the single best predictors of job performance, in a vast array of occupations. As such, cognitive ability tests are commonly created and used as a personnel selection tool for organizations. Such tests are typically validated
Topic: Personality, Selection Publication: International Journal of Selection and Assessment (MAR 2012) Article: The Role of Person Characteristics in Perceptions of the Validity of Cognitive Ability Testing Authors: Reeder, M. C., Powers, C. L., Ryan, A. M., & Gibby, R. E. Reviewed By: Thaddeus Rada It will come as no
Topic: Selection Publication: International Journal of Selection and Assessment (MAR 2012) Article: Hope in Personnel Selection Authors: Zysberg, L. Reviewed By: Thaddeus Rada Although practitioners in IO psychology commonly measure and examine a wide range of constructs in their work, “hope” has not typically been among them. However, a new