The latest issue of Personnel Psychology (v63, #2) marks the beginning of summer journal season. Let's take a peek at some of what's inside:
Practice makes...better. John Hausknecht studied over 15,000 candidates who applied for supervisory positions (and 357 who repeated the process) over a 4-year period with a large organization in the service industry. The selection process included a personality test. He found that candidates that failed the first time around showed practice effects on dimension-level scores of .40 to .60. Candidates that passed the first time, but were taking the test again for other reasons, generally showed no difference in scores. More interestingly, on several subscales low scores the first time around were associated with practice effects that exceeded one standard deviation. A good reminder that personality inventories are susceptible to "faking", but certainly not a nail in their coffin as they still work quite well in many situations.
Another reason to structure your interviews. As if you needed more convincing, McCarthy et al.'s study of nearly 20,000 applicants for a managerial-level position in a large organization found that the use of a structured interview resulted in zero main effects for applicant gender and race on interview performance. Similarly, there were no effects of applicant-interviewer similarity with respect to gender and race.
Users of the CRT-A take note. The conditional reasoning test of aggression (CRT-A) is used to detect individuals with a propensity for aggression. Previous studies have suggested the criterion-related validity of this test is around r=.44. In this study, by Berry et al., the authors meta-analyzed a large data set and found much lower values, in the .10-.16 range, that rose to .24-.26 when certain studies were excluded.
Assess your way into a job. Last but not least, Wanberg et al. describe the development of an inventory for job seekers called Getting Ready for your Next Job (YNJ, available here). The authors present results tying inventory components (e.g., job search intensity, Internet use) to subsequent employment outcomes.
Stay tuned, new issues of JAP, IJSA, and others should be out soon!