Individual Assessments for Personnel Selection: An Update on a Rarely Researched But Avidly Practiced Practice.

Kwaske, Ilianna H.

doi:10.1037/1065-9293.56.3.186

Cited by 10 publications

(19 citation statements)

References 24 publications

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“…1 shows GMA tests being close to the pole ''examining specific aspects'' and graphology being closer to the ''holistic view'' in the cognitive map of participant #29. Despite the long history of holistic assessment of individuals (Highhouse 2002) and its widespread use in practice (Kwaske 2004), knowledge about holistic assessment is still restricted (for an exception see Kwaske and Morris 2008). Thus, we can only repeat the call for more research on the use of individual psychological assessments for personnel selection (Kwaske and Morris 2008).…”

Section: Discussionmentioning

confidence: 99%

The Amazing Diversity of Thought: A Qualitative Study on How Human Resource Practitioners Perceive Selection Procedures

2010

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Purpose: In the field of personnel selection, a great deal of evidence shows a gap between what scientists think practitioners should do and which procedures practitioners actually use. To build a basis for an intensified dialog between practitioners and researchers, there is a need for better knowledge about how practitioners think about selection procedures. Approach: The authors used the repertory grid technique, a well-established interview method that elicits cognitions. Forty human resource practitioners were interviewed. Findings: The results highlight the diversity of the individual ways in which practitioners think about selection procedures. First, none of the constructs elicited was mentioned by two-thirds of the interviewees or more, and only five were mentioned by half or more of the interviewees. Second, interviewees often did not agree which construct pole they preferred. Third, individual maps of the constructs and procedures revealed many differences. Sample constructs were whether a procedure reveals something about the status quo or something about a candidate's past, whether the human resource department has an active or a passive role in the selection process, and whether or not a procedure is fakable. Implications: The results suggest many new research questions and will hopefully foster the dialog between scientists and practitioners. Originality/Value: This is one of the first studies to explore practitioners' cognitions regarding selection procedures, and represents a rare application of the repertory grid technique to the selection field

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Section: Discussionmentioning

confidence: 99%

The Amazing Diversity of Thought: A Qualitative Study on How Human Resource Practitioners Perceive Selection Procedures

2010

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“…If there are multiple assessors, the consistency of their assessment findings can be valuable to understanding validity and making accurate judgments about the relevant KSAOs or competencies. Validation research studies of clinical judgments are clearly an exception rather than the rule (Church & Rotolo, 2011;Kwaske, 2008;Ryan & Sackett, 1998;Silzer & Jeanneret, 2011). However, both validity generalization and content-oriented validation strategies may be appropriate when designing an individual assessment strategy.…”

Section: Individual Assessmentsmentioning

confidence: 99%

Principles for the Validation and Use of Personnel Selection Procedures

Tippins¹,

Sackett²,

Oswald³

2018

Ind. Organ. Psychol.

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The Society for Industrial and Organizational Psychology (SIOP) is pleased to offer the fifth edition of the Principles for the Validation and Use of Personnel Selection Procedures, which was approved by the APA Council of Representatives in August 2018 as an authoritative guidelines document for employee selection testing and an official statement of the APA. Over a three-year period, the Principles Revision Committee updated this document from the fourth edition to be consistent with the 2014 Standards for Educational and Psychological Testing, invited commentary from SIOP and APA that informed subsequent revisions, and solicited a thorough legal review.

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“…(1) these procedures are usually individually administered unlike assessment centers or other group testing; and (2) clinical integration and synthesis of the individually administered battery of tools is used to arrive at an overall recommendation about a candidate (Kwaske, 2004).…”

mentioning

confidence: 99%

“…Many consulting firms continue to offer individual assessment services. However, the research base undergirding this practice is sorely lacking compared to other practice areas, such as traditional areas of personnel selection and training (Kwaske, 2004).…”

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confidence: 99%

A survey of assessor beliefs and practices related to faking

Robie

Tuzinski²,

Bly³

2006

Journal of Managerial Psychology

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Purpose -To gather information on assessor beliefs and behaviors in relation to assessee faking issues on a personality inventory in the individual assessment process. Design/methodology/approach -A survey approach was used in this research. Totally 77 experienced assessors who conducted individual assessments for an international consulting firm responded to the survey. Analyses of mean item rankings were used to answer several research questions. Findings -Major results of the study were: assessors believe faking is a problem; assessors believe they can detect faking; and assessors believe they can effectively eliminate all of the effects of faking when evaluating the candidates. Practical implications -The first implication from this research is that assessors believe that they can detect and deal with faking despite a paucity of evidence to support it. The second implication is that organizations may be reluctant to continue to develop effective methods of identifying and dealing with faking if their assessors mistakenly believe they are already successfully doing so. Originality/value -This study is the first to survey experience assessors regarding their beliefs and perceptions of faking issues in the individual assessment process and is designed to garner immediate practical insights and ideas for future testable hypotheses.

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Individual Assessments for Personnel Selection: An Update on a Rarely Researched But Avidly Practiced Practice.

Cited by 10 publications

References 24 publications

The Amazing Diversity of Thought: A Qualitative Study on How Human Resource Practitioners Perceive Selection Procedures

The Amazing Diversity of Thought: A Qualitative Study on How Human Resource Practitioners Perceive Selection Procedures

Principles for the Validation and Use of Personnel Selection Procedures

A survey of assessor beliefs and practices related to faking

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