A few years ago I was interviewing for a position with a subdivision of a large company in New York City. One of the things that hit me as odd about this interview was that the recruiter was ...
Reducing adverse impact, discrimination and unfairness when using psychological assessments for selection purposes
How can we reduce adverse impacts such as bias, discrimination, and unfairness when using cognitive ability tests and personality tests for selection purposes in an international context?
What do within-subjects studies of job applicant personality test faking say about the covariance between developmental and job applicant scores?
Some studies of faking personality tests in selection and recruitment have used a within-subject design. These studies involve administering a personality test in two conditions. One condition is ...
I'm doing some research looking at applying Bayesian models to faking personality tests in selection and recruitment. I'm interested to know: What existing work has applied Bayesian models to ...
I've seen a little bit of discussion in the media about Facebook being used in selection and recruitment settings. Assuming an employer can gain access to a person's Facebook profile, have any ...