Intelligence Testing: Is It Always the Smartest Thing to Do?
Researchers support intelligence testing for predicting task performance, but demonstrate areas in which personality testing may work as well or even better.
Researchers support intelligence testing for predicting task performance, but demonstrate areas in which personality testing may work as well or even better.
Organizations that test for specific cognitive abilities can enhance their employee selection programs, and ultimately improve employee job performance.
Researchers investigate the ability of specific cognitive abilities in employee selection testing. Results improve organizational diversity without compromising workforce effectiveness.
Job interviewers often have two goals in mind when meeting an applicant and conducting a job interview: Evaluate the candidate’s fit for the company or position, and “sell” the job to the prospective employee. A new study shows how this “selling orientation” negatively impacts an interviewer’s judgment.
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?
Researchers explore the use of structured employment interviews, specifically noting how they can be used to improve employee selection systems.
Researchers investigate whether different types of employee fit are either consistent or different across world cultures.
According to a new research study, a job candidate’s feelings about the selection testing process can affect subsequent job performance. Does this mean organizations need to redesign their selection tests?
Harvard Business Review recommends a key set of questions that talent management specialists should be asking in order to improve HR management functions.
Researchers show how job candidates assess person-organization fit via the job interview process. What does this this mean for organizations?