International Journal of Selection and Assessment最新文献

A Consideration of Immediate and Long-Term Consequences of Generative AI Usage in Selection 在选择中使用生成人工智能的即时和长期后果的考虑

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-07-13 DOI: 10.1111/ijsa.70017

Agata Mirowska

引用次数: 0

Issues in Contrasting Conservative and Considered Estimation: A Reply to Bobko et al. (2024) 对比保守估计和考虑估计的问题：对Bobko等人（2024）的答复

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-06-29 DOI: 10.1111/ijsa.70016

Paul R. Sackett, Christopher M. Berry, Filip Lievens, Charlene Zhang

{"title":"Issues in Contrasting Conservative and Considered Estimation: A Reply to Bobko et al. (2024)","authors":"Paul R. Sackett, Christopher M. Berry, Filip Lievens, Charlene Zhang","doi":"10.1111/ijsa.70016","DOIUrl":"https://doi.org/10.1111/ijsa.70016","url":null,"abstract":"Bobko et al. (2024) responded to Sackett et al.'s (2022) compilation of meta-analytic evidence for the validity of a wide variety of measures used as predictors of overall job performance, offering a set of alternative methodological choices which they term “considered estimation” to counter the Sackett et al. approach of “conservative estimation.” Here we offer a rebuttal to Bobko et al. A primary concern is that Bobko et al. apply the label “conservative estimation” to the full range of methodological choices made by Sackett et al. Yet, we clarify the narrow and specific meaning of “conservative estimation,” and note that that the bulk of Bobko et al.'s concerns are independent of the principle of conservative estimation. We also respond to Bobko et al.'s two key concerns, namely, comparing validity estimates when one is corrected for range restriction and one is not and comparing validity estimates for predictors reflecting psychological constructs and those reflecting measurement methods, and also briefly address a range of other critiques offered by Bobko et al.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 3","pages":""},"PeriodicalIF":2.6,"publicationDate":"2025-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70016","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144514573","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

Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection? ChatGPT能在不被发现的情况下伪造人格评估，胜过人类吗？

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-06-01 DOI: 10.1111/ijsa.70015

Chet Robie, Jane Phillips, Joshua S. Bourdage, Neil D. Christiansen, Patrick D. Dunlop, Stephen D. Risavy, Andrew B. Speer

{"title":"Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?","authors":"Chet Robie, Jane Phillips, Joshua S. Bourdage, Neil D. Christiansen, Patrick D. Dunlop, Stephen D. Risavy, Andrew B. Speer","doi":"10.1111/ijsa.70015","DOIUrl":"https://doi.org/10.1111/ijsa.70015","url":null,"abstract":"Large language models (LLMs), such as ChatGPT, have reshaped opportunities and challenges across various fields, including human resources (HR). Concerns have arisen about the potential for personality assessment manipulation using LLMs, posing a risk to the validity of these tools. This threat is a reality: recent research suggests that many candidates are using AI to complete pre-hire assessments. This study addresses this problem by examining whether ChatGPT can outperform humans in faking personality assessments while avoiding detection. To explore this, two experiments were conducted focusing on assessing job-relevant traits, with and without coaching, and with two methods of identifying faking, specifically using an impression management (IM) measure and an overclaiming questionnaire (OCQ). For each study, we used responses from 100 working adults recruited via the Prolific platform, which were compared to 100 replications from ChatGPT. The results revealed that while ChatGPT showed some ability to manipulate assessments, without coaching it did not consistently outperform humans. Coaching had a minimal impact on reducing IM scores for either humans or ChatGPT, but reduced OCQ bias scores for ChatGPT. These findings highlight the limitations of current faking detection measures and emphasize the need for further research to refine methods for ensuring the integrity of personality assessments in HR, particularly as artificial intelligence becomes more available to candidates.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 3","pages":""},"PeriodicalIF":2.6,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70015","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144185908","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

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