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Assessing personality with a structured employment interview: construct-related validity and susceptibility to response inflation.
The authors evaluated the extent to which a personality-based structured interview was susceptible to response inflation. Interview questions were developed to measure facets of agreeableness,Expand
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Social Media in Employee-Selection-Related Decisions
Social media (SM) pervades our society. One rapidly growing application of SM is its use in personnel decision making. Organizations are increasingly searching SM (e.g., Facebook) to gatherExpand
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Antecedents of Impression Management Use and Effectiveness in a Structured Interview†
The authors examine personality variables and interview format as potential antecedents of impression management (IM) behaviors in simulated selection interviews. The means by which these variablesExpand
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Effects of selection and training on unit-level performance over time: a latent growth modeling approach.
Surprisingly few data exist concerning whether and how utilization of job-related selection and training procedures affects different aspects of unit or organizational performance over time. TheExpand
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Reconsidering vocational interests for personnel selection: the validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions.
Although vocational interests have a long history in vocational psychology, they have received extremely limited attention within the recent personnel selection literature. We reconsider some widelyExpand
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Are you interested? A meta-analysis of relations between vocational interests and employee performance and turnover.
A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have beenExpand
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The criterion-related validity of integrity tests: an updated meta-analysis.
Integrity tests have become a prominent predictor within the selection literature over the past few decades. However, some researchers have expressed concerns about the criterion-related validityExpand
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Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment
Recent reports suggest that an increasing number of organizations are using information from social media platforms such as Facebook.com to screen job applicants. Unfortunately, empirical researchExpand
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Taking It to Another Level: Do Personality-Based Human Capital Resources Matter to Firm Performance?
Drawing on the attraction-selection-attrition perspective, strategic human resource management (SHRM) scholarship, and recent human capital research, this study explores organization-level emergenceExpand
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What Do Structured Selection Interviews Really Measure? The Construct Validity of Behavior Description Interviews
Structured selection interviews have been shown to predict performance at work, although the reasons for this success are not well understood. This study examined the construct validity of 2 behaviorExpand
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