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 2021-04-01 to 2025-04-01.)
ArticleCitations
Holistic and mechanical combination in psychological assessment: Why algorithms are underutilized and what is needed to increase their use43
Rule‐based versus feedback‐based coaching for situational judgment tests30
Does it fit? The relationships between personality, decision autonomy fit, work engagement, and emotional exhaustion in self‐managing organizations28
Potential bias when using social media for selection: Differential effects of candidate demographic characteristics, race match, perceived similarity, and profile detail24
Issue Information24
Should DEI statements be included in faculty selection? Exploring legal, diversity, and validity issues22
Growth mindset of intelligence reduces counterproductive workplace behavior: A mediation analysis of occupational stress20
Psychometric validation of the Portuguese version of the Measure of Anxiety in Selection Interviews19
Reciprocity or backfiring? Examining the influence of realistic job previews on applicants' willingness to self‐disclose and use image protection tactics19
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives18
Does it matter whether others are working hard or hardly working? Effects of descriptive norms on attitudes to time theft at work17
Faking resistance of a quasi‐ipsative RIASEC occupational interest measure17
Selecting entrepreneurial employees using a person‐group fit perspective17
Psychometric properties of the Cultural Intelligence Scale based on item response theory16
Fostering metacognitive activities during job search: The Three Good Job Search Things intervention16
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model16
Self‐verification behavior as an employment interview tactic14
Examining the efficacy of inoculation and value‐affirmation interventions in improving precandidate reactions among prospective military recruits14
Introducing a supervised alternative to forced‐choice personality scoring: A test of validity and resistance to faking13
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences13
Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023)12
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS12
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews11
Personality development goals at work: A new frontier in personality assessment in organizations11
I can't get no (need) satisfaction: Using a relatedness need‐supportive intervention to improve applicant reactions to asynchronous video interviews11
Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation11
Relations of personality factors and suitability ratings to Swedish military pilot education completion10
Volitional Trait Change in Selection: It's About Time, but Also Degree and Perspective10
Scrutinizing the value and implementation of volitional personality development at work9
Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions8
</Click to begin your digital interview>: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection8
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments8
The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model8
Is Anybody Watching Me? Effects of Information About Evaluators on Applicants' Use of Impression Management in Asynchronous Video Interviews8
Social media profiling: The influence of personal and professional social media content on hiring ratings7
Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews7
How much feedback do employees need? A field study of absolute feedback frequency reports and performance7
A multimodal approach to faking detection in a selection interview7
Applicant Perceptions of Selection Methods: Replicating and Extending Previous Research7
Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies6
Toward Theory‐Based Volitional Personality Development Interventions at Work6
Issue Information6
Virtual simulation: New method for assessing teamwork skills6
Issue Information6
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Issue Information6
Issue Information6
Where I am and who I am with: Contextual dynamics of personality in the prediction of work performance6
Ethical leadership, perceived cultural inclusion, and job behaviors: A two‐sample study of mediation and moderation effects6
The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety5
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines5
Do situational characteristics affect the validity of personality situational judgment items?5
Issue Information5
Examining the assumption of measurement invariance in job performance ratings across time: The role of rater experience5
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions5
LinkedIn‐based assessments of applicant personality, cognitive ability, and likelihood of organizational citizenship behaviors: Comparing self‐, other‐, and language‐based automated ratings5
Like clockwork: A within‐person analysis of time theft in the workplace5
Feeling safe at work: Development and validation of the Psychological Safety Inventory5
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