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IS MORE STRUCTURE REALLY BETTER? A COMPARISON OF FRAME-OF-REFERENCE TRAINING AND DESCRIPTIVELY ANCHORED RATING SCALES TO IMPROVE INTERVIEWERS' RATING QUALITY

Personnel psychology, 2011-03, Vol.64 (1), p.53-87

2011

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Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance

Journal of organizational behavior, 2021-10, Vol.42 (8), p.1042-1059

2021

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Actions define a character: Assessment centers as behavior‐focused personality measures

Personnel psychology, 2022-09, Vol.75 (3), p.675-705

2022

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Transparency of Assessment Centers: Lower Criterion-related Validity but Greater Opportunity to Perform?

Personnel psychology, 2016-07, Vol.69 (2), p.467-497

2016

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Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance

International journal of selection and assessment, 2024-06, Vol.32 (2), p.210-224

2024

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SINGLE-ATTRIBUTE UTILITY ANALYSIS MAY BE FUTILE, BUT THIS CAN'T BE THE END OF THE STORY: CAUSAL CHAIN ANALYSIS AS AN ALTERNATIVE

Personnel psychology, 2010-12, Vol.63 (4), p.1041-1065

2010

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Validity and Application of Computer-simulated Scenarios in Personnel Assessment

International journal of selection and assessment, 1998-04, Vol.6 (2), p.97-106

1998

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Do Assessors Have Too Much on their Plates? The Effects of Simultaneously Rating Multiple Assessment Center Candidates on Rating Quality

International journal of selection and assessment, 2010-09, Vol.18 (3), p.329-341

2010

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Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

International journal of selection and assessment, 2014-12, Vol.22 (4), p.355-370

2014

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New insights into an old debate: Investigating the temporal sequence of commitment and performance at the business unit level

Journal of occupational and organizational psychology, 2012-09, Vol.85 (3), p.503-522

2012

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Reasons for Being Selective When Choosing Personnel Selection Procedures

International journal of selection and assessment, 2010-03, Vol.18 (1), p.17-27

2010

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Are observer ratings of applicants’ personality also faked? Yes, but less than self‐reports

International journal of selection and assessment, 2017-06, Vol.25 (2), p.183-192

2017

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EXERCISES AND DIMENSIONS ARE THE CURRENCY OF ASSESSMENT CENTERS

Personnel psychology, 2011-06, Vol.64 (2), p.351-395

2011

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Assessment of Situational Demands in a Selection Interview: Reflective style or sensitivity?

International journal of selection and assessment, 2012-12, Vol.20 (4), p.475-485

2012

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Candidates' Ability to Identify Criteria in Nontransparent Selection Procedures: Evidence from an assessment center and a structured interview

International journal of selection and assessment, 2007-09, Vol.15 (3), p.283-292

2007

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The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study

International journal of selection and assessment, 2016-06, Vol.24 (2), p.150-160

2016

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An Experimental Study of Intertemporal Choices: The Case of Customer Relationship Management

Managerial and decision economics, 2016-06, Vol.37 (4-5), p.324-330

2016

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Unintended Consequences of Transparency During Personnel Selection: Benefitting some candidates, but harming others?

International journal of selection and assessment, 2016-03, Vol.24 (1), p.4-13

2016

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Removing situation descriptions from situational judgment test items: Does the impact differ for video‐based versus text‐based formats?

Journal of occupational and organizational psychology, 2020-06, Vol.93 (2), p.472-494

2020

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The influence of situational strength on the relation of personality and situational judgment test performance

International journal of selection and assessment, 2024-03, Vol.32 (1), p.1-11

2024

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A closer look at response options: Is judgment in situational judgment tests a function of the desirability of response options?

International journal of selection and assessment, 2019-03, Vol.27 (1), p.72-82

2019

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The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis

International journal of selection and assessment, 2021-03, Vol.29 (1), p.1-18

2021

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Is it enough to be willing to win or do you have to be smart? The relationship between competitive worldviews, cognitive abilities, and applicant faking in personality tests

International journal of selection and assessment, 2020-09, Vol.28 (3), p.264-282

2020

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Physical and cognitive demands of work in building construction

Engineering, construction, and architectural management, 2020-04, Vol.27 (3), p.745-764

2020

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The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check

International journal of selection and assessment, 2023-06, Vol.31 (2), p.286-301

2023

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IS MORE STRUCTURE REALLY BETTER? A COMPARISON OF FRAME-OF-REFERENCE TRAINING AND DESCRIPTIVELY ANCHORED RATING SCALES TO IMPROVE INTERVIEWERS' RATING QUALITY

Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance

Actions define a character: Assessment centers as behavior‐focused personality measures

Transparency of Assessment Centers: Lower Criterion-related Validity but Greater Opportunity to Perform?

Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance

SINGLE-ATTRIBUTE UTILITY ANALYSIS MAY BE FUTILE, BUT THIS CAN'T BE THE END OF THE STORY: CAUSAL CHAIN ANALYSIS AS AN ALTERNATIVE

Validity and Application of Computer-simulated Scenarios in Personnel Assessment

Do Assessors Have Too Much on their Plates? The Effects of Simultaneously Rating Multiple Assessment Center Candidates on Rating Quality

Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

New insights into an old debate: Investigating the temporal sequence of commitment and performance at the business unit level

Reasons for Being Selective When Choosing Personnel Selection Procedures

Are observer ratings of applicants’ personality also faked? Yes, but less than self‐reports

EXERCISES AND DIMENSIONS ARE THE CURRENCY OF ASSESSMENT CENTERS

Assessment of Situational Demands in a Selection Interview: Reflective style or sensitivity?

Candidates' Ability to Identify Criteria in Nontransparent Selection Procedures: Evidence from an assessment center and a structured interview

The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study

An Experimental Study of Intertemporal Choices: The Case of Customer Relationship Management

Unintended Consequences of Transparency During Personnel Selection: Benefitting some candidates, but harming others?

Removing situation descriptions from situational judgment test items: Does the impact differ for video‐based versus text‐based formats?

The influence of situational strength on the relation of personality and situational judgment test performance

A closer look at response options: Is judgment in situational judgment tests a function of the desirability of response options?

The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis

Is it enough to be willing to win or do you have to be smart? The relationship between competitive worldviews, cognitive abilities, and applicant faking in personality tests

Physical and cognitive demands of work in building construction

The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check

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