Despite widespread and growing acceptance that published personality tests are valid
predictors of job performance, Morgeson et al.(2007) propose they be abandoned in …

There are discrepant findings in the literature regarding the effects of applicant faking on the
validity of noncognitive measures. One explanation for these mixed results may be the …

Staffing Organizations: Contemporary Practice and Theory, the new third edition of a classic
in the field, shows how organizations of all sizes can use effective staffing procedures as a …

This engaging and thought-provoking text introduces the main techniques, theories,
research and debates in personnel selection, hel** students and practitioners to identify …

Research on applicant faking has generally employed group comparison designs in order to
investigate the prevalence and effects of intentional response distortion on noncognitive …

This study examined the effectiveness of warnings in reducing faking on noncognitive
selection measures. A review of the relatively sparse literature indicated that warnings tend …

Criterion‐related validities and inter‐rater reliabilities for structured employment interview
studies using situational questions (eg “Assume that you were faced with the following …

Situational Judgment Tests advances the science and practice of SJTs by promoting a
theoretical framework, providing an understanding of best practices, and establishing a …

This quasi‐experimental study compares the equivalence of proctored Web‐based tests to
paper‐and‐pencil tests in a selection setting. The predictor battery was composed of …

The effects of situationally-induced response bias on the reliability and validity of non-
cognitive measures was investigated. Biodata and personality scales were administered …