International Journal of Selection and Assessment

Papers
(The median citation count of International Journal of Selection and Assessment is 1. The table below lists those papers that are above that threshold based on CrossRef citation counts [max. 250 papers]. The publications cover those that have been published in the past four years, i.e., from 2022-05-01 to 2026-05-01.)
ArticleCitations
The Validity of Single‐Response Situational Judgment Tests: A Nomological Network Meta‐Analysis33
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews27
Linking Strengths‐Based Supervisor Feedback to Job Crafting: The Moderating Role of Self‐Efficacy24
Psychometric properties of the Cultural Intelligence Scale based on item response theory23
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments22
Transparency and Trust in Simple Algorithmic Hiring Procedures20
Do situational characteristics affect the validity of personality situational judgment items?18
Candidate Generative AI Use in Pre‐Hire Employment Assessments: Self‐Reported Incidence and the Impact of Warnings18
A Quantitative Analysis of 21st Century Skills: A Case of Semantic and Psychometric Overlap17
Selection in the Operational Domain Requires More Than Grades: High School Marks do not Identify High‐Flyers16
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research15
What Draws Potential Applicants Towards an Organization? The Importance of Employer Brand Process Attributes and Applicants' Job Search Metacognitive Activities15
Train driver selection: The impact of cognitive ability on train driving performance15
Utilizing Big Data Technologies in Employee Selection: A Systematic Literature Review15
Subclinical Versus Clinical Assessment in the Workplace: Evidence Against Equating Performance Risks With Abnormal Personality13
Issue Information13
A Consideration of Immediate and Long‐Term Consequences of Generative AI Usage in Selection12
Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?12
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs12
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Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample11
Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality11
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews11
Does It Matter Which Subtests We Use to Measure General Cognitive Ability? Group Differences Across Test Composites10
Equivalence between direct and indirect measures of psychological capital10
The role of intent to harm in workplace aggression10
Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID‐19 responses9
Comparing Autistic and Neurotypical Responses to Conventional and Modified Questions in Algorithmically Scored Asynchronous Video Interviews: A Textual Analysis9
Reviewer List9
Political advantage? Considering the Political Skill of raters9
Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated‐factors model, and bifactor modeling across multiple contexts9
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects9
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It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process9
Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection8
Issue Information8
Getting interested in interests for employee selection: Key concerns and areas for future research8
Analyzing Noise Data From a Noise Audit: A Guide for Industrial‐Organizational Practitioners8
Attention To Detail and Cyber Skill: Associated Beyond General Intelligence in Cyber‐Soldier Conscripts8
Why Personnel Selection Should Target Job Performance AND Well‐Being7
From Forbid to Reimagine: Employer Strategies for Responding to Candidate GenAI Use in Assessment7
A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews7
Development of a Competency Model for Autistic Employment7
High Expectations, Higher Stakes? Changes in Organizational Attractiveness After Receiving a Rejection Letter6
It's All Relative: Degree, Causes, and Impact of Ipsativity on Forced‐Choice Personality Tests6
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives6
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS6
Issue Information6
Relations of personality factors and suitability ratings to Swedish military pilot education completion6
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model6
Issue Information6
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences6
Feeling safe at work: Development and validation of the Psychological Safety Inventory5
Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews5
How to deal with negative online employer reviews: An application of image repair theory5
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions5
Moderators of sex‐ and race‐based subgroup differences in assessment center ratings: A meta‐analysis5
Gendered competencies and gender composition: A human versus algorithm evaluator comparison5
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda5
Knowing How Personnel Selection Algorithms Compare With Human Recruiters Influences Their Perceived Trustworthiness5
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines5
Situation Descriptions in Situational Judgment Tests: A Matter of Including Trait‐Relevant Situational Cues?5
Ethnic‐based score differences and differential prediction of various cognitive and noncognitive admissions instruments in higher education4
Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses4
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Employer and employee perceptions of cybervetting as a selection method4
Cyber‐Vetted Behind the Smokescreen: The Evaluations of Cigarette and Cannabis Smokers in Hiring4
Beyond change: Personality‐environment alignment at work4
Evaluating the Impact of Faking on the Criterion‐Related Validity of Personality Assessments4
Personality development goals at work: Would a new assessment tool help?4
Issue Information4
Issues in Contrasting Conservative and Considered Estimation: A Reply to Bobko et al. (2024)4
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Reduction of faking with the use of a forced‐choice personality test: Cross‐cultural comparisons between South Korea and the United States4
Selecting entrepreneurial employees using a person‐group fit perspective3
Backlash for high self‐promotion at hiring depends on candidates' gender and age3
The influence of situational strength on the relation of personality and situational judgment test performance3
Notice3
Does media richness influence job applicants' experience in asynchronous video interviews? Examining social presence, impression management, anxiety, and performance3
Being busy, feeling poor: The scale development and validation of perceived time poverty3
Examining the Effect of Social Desirability on the Relationships Between Personality Traits and Safety Performance3
Once the best student always the best student? Predicting graduate study success using undergraduate academic indicators: Evidence from research masters’ programs in the Netherlands3
Personality development goals at work: A new frontier in personality assessment in organizations3
Attention Control Measures Improve the Prediction of Performance in Navy Trainees3
The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check3
Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation3
Test Motivation and Performance of Older Versus Younger Test‐Takers: Does Situational Judgment Test Stimulus Format Matter?3
Comparing Scoring Methods for Situational Judgment Tests in International Student Selection: Examinations of Criterion‐Related Validity and Ethnic Subgroup Differences3
ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview3
Does Design Matter? The (Limited) Effects of Six Asynchronous Video Interview Design Features on Impression Management, Reactions, and Evaluations3
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Toward Theory‐Based Volitional Personality Development Interventions at Work2
Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews2
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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 performance2
“It Feels Wrong”: Understanding Reactions to Artificial Intelligence as a Decision‐Maker in Selection Through the Lens of Moral Foundations Theory2
The Role of Expertise in Scoring Situational Judgment Tests: Is the Juice Worth the Squeeze?2
Issue Information2
Social media profiling: The influence of personal and professional social media content on hiring ratings2
Issue Information2
Issue Information2
Automatic identification of storytelling responses to past‐behavior interview questions via machine learning2
Harnessing Generative AI for Assessment Item Development: Comparing AI‐Generated and Human‐Authored Items2
Issue Information2
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Exploring the role of cognitive load in faking prevention using the dual task paradigm2
Comparing Proctored and Unproctored Cognitive Ability Testing in High‐Stakes Personnel Selection2
Diversity and technology—Challenges for the next decade in personnel selection1
Departures from linearity as evidence of applicant distortion on personality tests1
The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model1
To Hire or Not to Hire: The Influence of Accents on Hiring Decisions1
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Can we playfully measure cognitive ability? Construct‐related validity and applicant reactions1
Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale1
Investigating a Persona‐Based Social Distance Intervention Aimed at Increasing the Use of Evidence‐Supported Assessments1
Applicant Perceptions of Selection Methods: Replicating and Extending Previous Research1
Faking resistance of a quasi‐ipsative RIASEC occupational interest measure1
Volitional Trait Change in Selection: It's About Time, but Also Degree and Perspective1
Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023)1
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So, Dear Applicant, Do You Mean Working From Home or Shirking From Home?1
The need for “Considered Estimation” versus “Conservative Estimation” when ranking or comparing predictors of job performance1
Is Anybody Watching Me? Effects of Information About Evaluators on Applicants' Use of Impression Management in Asynchronous Video Interviews1
Does it matter whether others are working hard or hardly working? Effects of descriptive norms on attitudes to time theft at work1
Personality Test Validity Differs Between Low‐Stakes and High‐Stakes Employment Settings1
A head‐to‐head comparison of situational judgment tests and assessment centers for measuring and predicting the same performance dimensions1
Comparing methods of measuring interest fit: A large prediction study with career choice satisfaction1
“The interviewer is a machine!” Investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior1
Beyond Pay: The Effects of Interviewers' Emphasis on Pay and Career Growth on Attracting Highly Qualified Applicants1
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