Categories : *International Journal of Selection and Assessment
How Organizations Can Easily Reduce Time Theft
New research demonstrates how organizations can avoid time theft by signaling the expectation of ethical behavior.
Computers Conducting Job Interviews: Is It Fair to Applicants?
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?
Categories : *International Journal of Selection and Assessment
Using Mobile Devices for Job Applicant Assessment
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?
Structured Interviews Improve Reliability
Researchers find that structured job interviews are more statistically reliable than unstructured interviews.
Categories : *International Journal of Selection and Assessment
How Prospective Employees Judge Fit With An Organization
Researchers show how job candidates assess person-organization fit via the job interview process. What does this this mean for organizations?
Categories : *International Journal of Selection and Assessment
How Useful is Conscientiousness for Predicting Job Performance?
Researchers discover that conscientiousness has limited usefulness when predicting job performance. Where does it matter most?
Do Online Reference Checks Work For Hiring?
Research demonstrates how organizations can conduct more accurate reference checks when hiring new employees.
Categories : *International Journal of Selection and Assessment
How Job Interviewers and Recruiters Assess Volunteer Experience
Researchers investigate how recruiters respond to volunteer experience on resumes. Is it all it’s cracked up to be?
Categories : *International Journal of Selection and Assessment
Fitting Selection Methods to Different Cultures
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
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?