International Journal of Selection and Assessment

Papers
(The TQCC of International Journal of Selection and Assessment is 5. 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
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs12
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
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews11
11
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
The role of intent to harm in workplace aggression10
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
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects9
9
It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process9
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
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
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences6
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
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
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
0.1347029209137