The summer journal season continues with the June 2010 issue of the International Journal of Selection and Assessment. Take a deep breath, there's a lot of stuff packed into this issue:
- Roth et al. provide evidence that women outperformed men on work sample exams that involved social skills, writing skills, or a broad array of KSAs. To the extent that an employer is trying to avoid discriminating against female applicants, this provides support for work sample usage.
- In a study of managers in Taiwan, Tsai et al. show that the most effective way an applicant can make up for a slip in an interview is to apologize (vs. attempting to justify or use an excuse).
- Jackson et al. strive to add some clarity on task-based assessment centers
- Blickle & Schnitzler provide evidence of the construct and criterion-related validity of the political skill inventory
- Colarelli et al. studied how racial prototypicality and affirmative action policies impact hiring decisions. Results of a resume review indicated more jobs were awarded to black candidates as racial prototypicality and affirmative action policy strength increased, but stronger AA policies decreased the percentage of minority hires attributed to higher qualifications.
- In my personal favorite article of the issue, Karl et al. found in a study of U.S. and German students that those low on conscientiousness (especially), agreeableness, and emotional stability were more likely to post "Facebook Faux Pas". This provides some support for employers who screen out applicants based on inappropriate social networking posts. I'll talk more about this in my upcoming webinar.
- Denis, et al. provide support for the NEO PI-R's ability to predict job performance in two French-Canadian samples.
- Bilgiç and Acarlar report results of a study of Turkish students and perceptions of various selection instruments. Interviews were rated most highly and there were some differences in terms of privacy perceptions depending on the goal orientation of the student.
- Trying to figure out how to hire better direct support professionals (e.g., those providing long-term residential care or care to those with disabilities)? Robson, et al. describe the development of a composite predictor composed of various measures (e.g., agreeableness, numerical ability) that predicted performance, satisfaction, and turnover.
- Ahmetoglu et al. provide support for using the Fundamental Interpersonal Relationship Orientations-Behaviour (FIRO-B) to predict leadership capability.
- Ispas et al. describe results of a study that showed support for a nonverbal cognitive ability measure (the GAMA) in predicting job performance in two samples.
- Last but not least, in another win for context-specific assessments, Pace & Brannick show how a measure of openness to experience tailored to specific work outpredicted the comparable general NEO PI-R scale. IMHO this is how personality measures will eventually become more prominent and accepted as pre-hire assessments.
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