International Journal of Selection and Assessment最新文献

Can Interviewees Fake Out AI? Comparing the Susceptibility and Mechanisms of Faking Across Self-Reports, Human Interview Ratings, and AI Interview Ratings 面试者可以伪造AI吗？比较自我报告、人类访谈评分和人工智能访谈评分中作假的易感性和机制

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-05-06 DOI: 10.1111/ijsa.70014

Louis Hickman, Josh Liff, Colin Willis, Emily Kim

{"title":"Can Interviewees Fake Out AI? Comparing the Susceptibility and Mechanisms of Faking Across Self-Reports, Human Interview Ratings, and AI Interview Ratings","authors":"Louis Hickman, Josh Liff, Colin Willis, Emily Kim","doi":"10.1111/ijsa.70014","DOIUrl":"https://doi.org/10.1111/ijsa.70014","url":null,"abstract":"Artificial intelligence (AI) is increasingly used to score employment interviews in the early stages of the hiring process, but AI algorithms may be particularly prone to interviewee faking. Our study compared the extent to which people can improve their scores on self-report scales, structured and less structured human interview ratings, and AI interview ratings. Further, we replicate and extend prior research by examining how interviewee abilities and impression management tactics influence score inflation across scoring methods. Participants (N = 152) completed simulated, asynchronous interviews in honest and applicant-like conditions in a within-subjects design. The AI algorithms in the study were trained to replicate question-level structured interview ratings. Participants' scores increased most on self-reports (overall Cohen's d = 0.62) and least on AI interview ratings (overall Cohen's d = 0.14), although AI score increases were similar to those observed for human interview ratings (overall Cohen's d = 0.22). On average, across conditions, AI interview ratings converged more strongly with structured human ratings based on behaviorally anchored rating scales than with less structured human ratings. Verbal ability only predicted score improvement on self-reports, while increased use of honest defensive impression management tactics predicted improvement in AI and less structured human interview scores. Ability to identify criteria did not predict score improvement. Overall, these AI interview scores behaved similarly to structured human ratings. We discuss future possibilities for investigating faking in AI interviews, given that interviewees may try to “game” the system when aware that they are being evaluated by AI.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 2","pages":""},"PeriodicalIF":2.6,"publicationDate":"2025-05-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70014","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143909386","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

A Registered Report to Disentangle the Effects of Frame of Reference and Faking in the Personnel-Selection Scenario Paradigm 人事选择情境范式中参照系与假象效应的解析注册报告

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-05-03 DOI: 10.1111/ijsa.70012

Jessica Röhner, Mia Degro, Ronald. R. Holden, Astrid Schütz

{"title":"A Registered Report to Disentangle the Effects of Frame of Reference and Faking in the Personnel-Selection Scenario Paradigm","authors":"Jessica Röhner, Mia Degro, Ronald. R. Holden, Astrid Schütz","doi":"10.1111/ijsa.70012","DOIUrl":"https://doi.org/10.1111/ijsa.70012","url":null,"abstract":"In laboratory faking research, participants are often instructed to respond honestly (generic instructions [GIs], control condition) or to fake (personnel-selection scenario [PSS], faking condition). Considering the research on instruction-level contextualization, a PSS might not only motivate participants to fake but might also promote the adoption of a work frame of reference (FOR). Thus, differences in responses between faking and control conditions could partly result from FOR effects. (Full) item-level contextualization can also be used to promote the adoption of a work FOR, and the adoption through this route is stronger than through instruction manipulation. We combined the two approaches to disentangle FOR and faking, conducted a 4-wave longitudinal study with a 2 (instructions: GIs vs. PSS) × 2 (full item-level work contextualization absent vs. present) repeated-measures design (N = 309), and compared the effects of these conditions on three HEXACO-PI-R scales (Conscientiousness, Emotionality, Honesty-Humility). Irrespective of the investigated personality trait, the ANOVAs revealed significant main effects. As expected, compared with GIs, the PSS increased the adoption of a work FOR, and the effects were smaller than the effects of full item-level work contextualization present (vs. absent). Also, as expected, the PSS (vs. GIs) and full item-level work contextualization present (vs. absent) changed participants' scale mean scores. However, importantly, there were no interaction effects. Exploratory mediation analyses indicated direct rather than indirect (mediator: adoption of a work FOR) effects of instructions on participants' scale mean scores. In conclusion, the internal validity of faking research is not threatened by confounding FOR effects.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 2","pages":""},"PeriodicalIF":2.6,"publicationDate":"2025-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70012","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143901092","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Exploring the Applicant Reactions of Autistic Individuals to Digital Personnel Selection Instruments: A Reflexive Thematic Analysis 探究自闭症个体对数字人才选拔工具的应征者反应：反身性主题分析

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-04-29 DOI: 10.1111/ijsa.70013

Mark J. Burnard, Diana Ugalde, Valentina Bruk-Lee, Kristin S. Allen, Laura M. Heron, Sara L. Gutierrez

引用次数: 0

The Impact of Explanations on Applicant Reactions to Automated Asynchronous Video Interviews 解释对应聘者对自动化非同步视频面试反应的影响

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-04-22 DOI: 10.1111/ijsa.70009

Benjamin Falls, Colin Willis, Joshua Liff

{"title":"The Impact of Explanations on Applicant Reactions to Automated Asynchronous Video Interviews","authors":"Benjamin Falls, Colin Willis, Joshua Liff","doi":"10.1111/ijsa.70009","DOIUrl":"https://doi.org/10.1111/ijsa.70009","url":null,"abstract":"<div>\u0000 \u0000 Applicants generally react less favorably to asynchronous video interviews (AVIs) in the selection process than synchronous interviews; however, explanations may improve reactions. This study applied a justice model of applicants' reactions, including formal characteristics, information given, and interpersonal treatment, to influence applicants' perceptions of AVIs. Data were collected from 380 individuals through online platforms. Participants took an AVI, were informed the interview would be scored automatically, and were rejected with either a consistency-centric (i.e., emphasizing the consistency of the selection process), opportunity-centric (i.e., emphasizing the flexibility of the process and the opportunity to perform), combined, or a simple message saying they did not score high enough. While the hypothesized main effects of explanations were not supported, the use of a combined explanation indirectly influenced organizational attraction, pursuit intentions, and recommendation intentions through perceptions of procedural justice and interpersonal treatment. This study underscores the importance of comprehensive rejection information to enhance applicant reactions to AVIs (A data transparency [Supporting Information S1: Table S1] is provided).</div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 2","pages":""},"PeriodicalIF":2.6,"publicationDate":"2025-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143856953","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Personnel Screening to Reduce Risks of Sexual Harassment and Sexual Assault Perpetration 人员筛选以减少性骚扰和性侵犯犯罪的风险

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-04-15 DOI: 10.1111/ijsa.70011

Laura G. Barron, John D. Trent, Mark R. Rose, Paul R. Sackett

{"title":"Personnel Screening to Reduce Risks of Sexual Harassment and Sexual Assault Perpetration","authors":"Laura G. Barron, John D. Trent, Mark R. Rose, Paul R. Sackett","doi":"10.1111/ijsa.70011","DOIUrl":"https://doi.org/10.1111/ijsa.70011","url":null,"abstract":"<div>\u0000 \u0000 Sexual harassment and sexual assault are increasingly an area of employer concern. Although employers commonly use noncognitive personnel screening measures to reduce counterproductive work behaviors (CWB), the potential for such measures to reduce perpetration of sexual assault and sexual harassment, specifically, has received little attention. The current paper describes two studies to evaluate the potential value of including both domain-general (overt integrity test admissions, academic biodata, self-report personality) and domain-specific measures (explicitly referencing attitudes toward gender and relationships) in employee screening. Study 1 demonstrates that domain-general and domain-specific measures correlated with anonymous admissions of prior sexual coercion and sexual harassment intent among both males and females. Study 2 demonstrates that domain-specific measures (self-report attitudes towards women and depersonalized relationships) are also correlates of intentions to engage in broader CWB, even when individuals are directed to present themselves in a way they believe would maximize chances of personnel selection. Overall results support the use of such personnel screening measures as part of an organizational strategy to address sexual harassment, sexual assault, and other workplace deviance.</div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 2","pages":""},"PeriodicalIF":2.6,"publicationDate":"2025-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143831000","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Asynchronous Video Interviews in Recruitment and Selection: Lights, Camera, Action! 招聘和选拔中的异步视频面试：灯光，摄像机，行动！

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-03-25 DOI: 10.1111/ijsa.70010

Patrick D. Dunlop, Louis Hickman, Djurre Holtrop, Deborah M. Powell

引用次数: 0

Applicant Perceptions of Selection Methods: Replicating and Extending Previous Research 申请人对选择方法的认知：复制和扩展先前的研究

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-03-24 DOI: 10.1111/ijsa.70007

Lara D. Zibarras, Gloria Castano, Stephen Cuppello

{"title":"Applicant Perceptions of Selection Methods: Replicating and Extending Previous Research","authors":"Lara D. Zibarras, Gloria Castano, Stephen Cuppello","doi":"10.1111/ijsa.70007","DOIUrl":"https://doi.org/10.1111/ijsa.70007","url":null,"abstract":"This paper presents research that both replicates and extends previous findings relating to applicant fairness perceptions of various selection methods. Using a working population (N = 281), applicant perceptions of nine ‘traditional’ selection methods were explored, alongside eight ‘newer’ selection methods, including game-based assessment, online interviews, and situational judgement tests. Findings showed that work sample tests, knowledge tests and interviews in person were rated most positively, whilst asynchronous video interviews, personal contacts and professional social media were rated least positively. Some differences were found based on whether participants had previous experience completing the selection method, the mode of delivery for the selection method, and the country in which the participant worked. In line with previous research, selection methods appeared more acceptable and fairer to applicants when they are job-related, offer candidates the opportunity to demonstrate their skills and abilities and are based on sound scientific research. The results are discussed in terms of theoretical and practical implications and future research.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 2","pages":""},"PeriodicalIF":2.6,"publicationDate":"2025-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70007","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143689708","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews 桥过了头：人工智能对求职面试评估的信号效应

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-03-17 DOI: 10.1111/ijsa.70008

Agata Mirowska, Jbid Arsenyan

引用次数: 0

Investigating Effects of Providing Information and Professional Experience on Production of Stories in Response to Past-Behavior Questions 调查回答过去行为问题时提供信息和专业经验对故事制作的影响

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-03-04 DOI: 10.1111/ijsa.70004

Marie-Eve Tescari, Adrian Bangerter, Christina Györkös, Charlène Padoan, Sandrine Fasel, Lucile Nicolier, Laurène Hondius, Karen Ohnmacht

{"title":"Investigating Effects of Providing Information and Professional Experience on Production of Stories in Response to Past-Behavior Questions","authors":"Marie-Eve Tescari, Adrian Bangerter, Christina Györkös, Charlène Padoan, Sandrine Fasel, Lucile Nicolier, Laurène Hondius, Karen Ohnmacht","doi":"10.1111/ijsa.70004","DOIUrl":"https://doi.org/10.1111/ijsa.70004","url":null,"abstract":"<div>\u0000 \u0000 Past-behavior questions invite applicants to describe their behavior in a past work-related situation, that is, to tell a story about that situation. However, applicants often fail to produce stories in response to such questions. In two experiments (n = 91 and n = 102), we investigated the effects of providing information about questions and professional experience (2 × 2 between-subjects design) on the production of stories and interview performance. In Experiment 1, providing information and professional experience did not affect story production, but professional experience increased performance. In Experiment 2, we enhanced the manipulation of information, giving more explicit guidance about expected responses and increasing the contrast in professional experience. Experienced participants received better performance ratings than inexperienced ones. Neither providing information nor professional experience affected the production of stories, but both affected performance. Story narrative quality was coded post hoc in both studies. Providing information and professional experience did not affect narrative quality in Experiment 1 but did in Experiment 2. Results add to our understanding of individual differences affecting responses to past-behavior questions and have practical implications for facilitating appropriate responses.</div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 2","pages":""},"PeriodicalIF":2.6,"publicationDate":"2025-03-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143533257","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs 你所有的基础都属于我们：法学硕士时代无监考考试的紧迫现实

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-03-04 DOI: 10.1111/ijsa.70005

Louis Hickman

{"title":"All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs","authors":"Louis Hickman","doi":"10.1111/ijsa.70005","DOIUrl":"https://doi.org/10.1111/ijsa.70005","url":null,"abstract":"The release of new generative artificial intelligence (AI) tools, including new large language models (LLMs), continues at a rapid pace. Upon the release of OpenAI's new o1 models, I reconducted Hickman et al.'s (2024) analyses examining how well LLMs perform on a quantitative ability (number series) test. GPT-4 scored below the 20th percentile (compared to thousands of human test takers), but o1 scored at the 95th percentile. In response to these updated findings and Lievens and Dunlop's (2025) article about the effects of LLMs on the validity of pre-employment assessments, I make an urgent call to action for selection and assessment researchers and practitioners. A recent survey suggests that a large proportion of applicants are already using generative AI tools to complete high-stakes assessments, and it seems that no current assessments will be safe for long. Thus, I offer possibilities for the future of testing, detail their benefits and drawbacks, and provide recommendations. These possibilities are: increased use of proctoring, adding strict time limits, using LLM detection software, using think-aloud (or similar) protocols, collecting and analyzing trace data, emphasizing samples over signs, and redesigning assessments to allow LLM use during completion. Several of these possibilities inspire future research to modernize assessment. Future research should seek to improve our understanding of how to design valid assessments that allow LLM use, how to effectively use trace test-taker data, and whether think-aloud protocols can help differentiate experts and novices.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 2","pages":""},"PeriodicalIF":2.6,"publicationDate":"2025-03-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70005","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143533255","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0