Tag: assessment

Evaluate Leaders
Categories : Assessment Culture Decision Making Discrimination Diversity Fairness Judgement Leadership MotivationTags :

Stigma-by-Association: How Follower Characteristics Influence Evaluation of Leaders

On By I/O AT WORK

It can be difficult to evaluate leaders. Do we judge them based on their actions, the success of the individuals in the group, or the group outcomes? Or is there some other way that we determine their effectiveness? Shocking new research shows that people may evaluate leaders based on the racial makeup of the people they are leading.

Internet-based_selection-testing.fb
Categories : Assessment SelectionTags :

Can Proctored Internet-Based Selection Tests Really Stop Cheating?

On By I/O AT WORK

Organizations are starting to use proctored internet testing to decrease cheating on their pre-employment tests. It seems like a great idea – you can monitor applicants while they’re testing and it’s pretty hard for them to cheat. However, a new study shows why you might want to be cautious about using proctored internet tests in your organization.

Pre-employment Testing
Categories : Assessment Workplace DevianceTags :

Pre-Employment Testing Done Right: Does it Really Reduce Cheating?

On By I/O AT WORK

Bob is a job applicant taking on online intelligence test as part of his pre-employment screening. Some of the questions are pretty hard, but he can simply Google the answers and get them right. Does he cheat? New research shows how organizations can help design these types of tests to make sure that cheating is less likely to occur.

Cognitive Abilities
Categories : *Journal of Applied Psychology Assessment Performance Potential Selection Training UncategorizedTags : 1 Comment

Specific Cognitive Abilities Can Benefit Selection Programs

On By I/O AT WORK

When organizations spend millions of dollars on selection programs, return on investment becomes paramount. New research shows that we can improve our ability to predict job or training success when using tests of specific cognitive abilities, as long as these abilities are aligned with the actual job requirements.

Categories : Assessment Discrimination Fairness Recruiting SelectionTags :

Avoiding Adverse Impact: Selection Procedures That Increase Organizational Diversity

On By I/O AT WORK

Cognitive testing has long been used for selection procedures in order to ensure hiring suitable applicants. But this method has also discriminated against minority groups, ultimately affecting organizational diversity. A recent study investigated how sophisticated weighing techniques for specific abilities related to a job could increase diversity while still ensuring the right hire.

Categories : *International Journal of Selection and Assessment Assessment Fairness Measurement Recruiting SelectionTags :

Welcome to the Future: Investigating Mobile Devices as Assessment Platforms

On By I/O AT WORK

In the past, the advent of greater access to computers and the Internet inexorably changed the methods by which organizations recruited talent, and also the way in which possible hopefuls searched for and applied to these organizations. A new study suggests that assessment via mobile phone could be the wave of the near future.

Categories : *Harvard Business Review Assessment Job PerformanceTags :

How to Increase Your Productivity: Setting Priorities

On By I/O AT WORK

Everyone wants to be more productive, but no one has a time machine. When there aren’t enough hours in the day to do everything, how do you set priorities, so that you can increase your productivity without the quality of your work or life suffering? Could it be as simple as a new assessment that helps identify the low value tasks you perform every day?

Categories : *Journal of Applied Psychology Assessment Job Attitudes Job Performance SelectionTags :

Selection Tests and Job Performance

On By I/O AT WORK

Does a candidate’s feelings about a company’s selection testing process affect their job performance, if hired? According to a new study, the answer to this question is: Yes. Does that mean you need to redesign your selection tests? Probably not. However, there are factors to be aware of when developing or administering a selection test.

Categories : *International Journal of Selection and Assessment Assessment Interviewing SelectionTags :

How Prospective Employees Judge Fit With An Organization

On By I/O AT WORK

What matters most: what you say or what you do? If you are an interviewer, it turns out that what you do – your behaviors, as well as the actual interview process – has more impact. Candidates want to work in an environment that’s a good match for their personality. If prospective employees feel they are a good fit for the company’s culture, it can make or break job offer acceptance!