International Journal of Selection and Assessment

Papers
(The median citation count of International Journal of Selection and Assessment is 2. 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 2022-06-01 to 2026-06-01.)
ArticleCitations
The Validity of Single‐Response Situational Judgment Tests: A Nomological Network Meta‐Analysis35
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews28
Linking Strengths‐Based Supervisor Feedback to Job Crafting: The Moderating Role of Self‐Efficacy25
Psychometric properties of the Cultural Intelligence Scale based on item response theory24
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments23
Candidate Generative AI Use in Pre‐Hire Employment Assessments: Self‐Reported Incidence and the Impact of Warnings20
Transparency and Trust in Simple Algorithmic Hiring Procedures20
Do situational characteristics affect the validity of personality situational judgment items?18
A Quantitative Analysis of 21st Century Skills: A Case of Semantic and Psychometric Overlap18
Selection in the Operational Domain Requires More Than Grades: High School Marks do not Identify High‐Flyers17
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research16
Train driver selection: The impact of cognitive ability on train driving performance15
Subclinical Versus Clinical Assessment in the Workplace: Evidence Against Equating Performance Risks With Abnormal Personality15
What Draws Potential Applicants Towards an Organization? The Importance of Employer Brand Process Attributes and Applicants' Job Search Metacognitive Activities15
A Consideration of Immediate and Long‐Term Consequences of Generative AI Usage in Selection13
Issue Information13
Utilizing Big Data Technologies in Employee Selection: A Systematic Literature Review13
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs12
Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample12
Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?12
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Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality11
The role of intent to harm in workplace aggression11
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
Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID‐19 responses10
Equivalence between direct and indirect measures of psychological capital10
Analyzing Noise Data From a Noise Audit: A Guide for Industrial‐Organizational Practitioners9
It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process9
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Comparing Autistic and Neurotypical Responses to Conventional and Modified Questions in Algorithmically Scored Asynchronous Video Interviews: A Textual Analysis9
Political advantage? Considering the Political Skill of raters9
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects9
Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated‐factors model, and bifactor modeling across multiple contexts9
Reviewer List9
Getting interested in interests for employee selection: Key concerns and areas for future research8
Development of a Competency Model for Autistic Employment8
Attention To Detail and Cyber Skill: Associated Beyond General Intelligence in Cyber‐Soldier Conscripts8
From Forbid to Reimagine: Employer Strategies for Responding to Candidate GenAI Use in Assessment8
Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection8
A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews8
It's All Relative: Degree, Causes, and Impact of Ipsativity on Forced‐Choice Personality Tests7
Relations of personality factors and suitability ratings to Swedish military pilot education completion7
Why Personnel Selection Should Target Job Performance AND Well‐Being7
High Expectations, Higher Stakes? Changes in Organizational Attractiveness After Receiving a Rejection Letter7
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences7
Issue Information7
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS7
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model7
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives7
Issue Information6
Issue Information6
Knowing How Personnel Selection Algorithms Compare With Human Recruiters Influences Their Perceived Trustworthiness6
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
Evaluating the Impact of Faking on the Criterion‐Related Validity of Personality Assessments5
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda5
Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews5
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions5
Ethnic‐based score differences and differential prediction of various cognitive and noncognitive admissions instruments in higher education5
Issues in Contrasting Conservative and Considered Estimation: A Reply to Bobko et al. (2024)5
Cyber‐Vetted Behind the Smokescreen: The Evaluations of Cigarette and Cannabis Smokers in Hiring5
Feeling safe at work: Development and validation of the Psychological Safety Inventory5
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
How to deal with negative online employer reviews: An application of image repair theory5
Does Design Matter? The (Limited) Effects of Six Asynchronous Video Interview Design Features on Impression Management, Reactions, and Evaluations4
Beyond change: Personality‐environment alignment at work4
Personality development goals at work: Would a new assessment tool help?4
The influence of situational strength on the relation of personality and situational judgment test performance4
Once the best student always the best student? Predicting graduate study success using undergraduate academic indicators: Evidence from research masters’ programs in the Netherlands4
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Does media richness influence job applicants' experience in asynchronous video interviews? Examining social presence, impression management, anxiety, and performance4
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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
Attention Control Measures Improve the Prediction of Performance in Navy Trainees4
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Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses4
Employer and employee perceptions of cybervetting as a selection method4
Test Motivation and Performance of Older Versus Younger Test‐Takers: Does Situational Judgment Test Stimulus Format Matter?4
Comparing Scoring Methods for Situational Judgment Tests in International Student Selection: Examinations of Criterion‐Related Validity and Ethnic Subgroup Differences3
Being busy, feeling poor: The scale development and validation of perceived time poverty3
Selecting entrepreneurial employees using a person‐group fit perspective3
Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation3
Issue Information3
Notice3
Personality development goals at work: A new frontier in personality assessment in organizations3
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The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check3
Backlash for high self‐promotion at hiring depends on candidates' gender and age3
ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview3
Examining the Effect of Social Desirability on the Relationships Between Personality Traits and Safety Performance3
The Role of Expertise in Scoring Situational Judgment Tests: Is the Juice Worth the Squeeze?3
The need for “Considered Estimation” versus “Conservative Estimation” when ranking or comparing predictors of job performance2
“The interviewer is a machine!” Investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior2
Issue Information2
“It Feels Wrong”: Understanding Reactions to Artificial Intelligence as a Decision‐Maker in Selection Through the Lens of Moral Foundations Theory2
Issue Information2
Issue Information2
Can we playfully measure cognitive ability? Construct‐related validity and applicant reactions2
Comparing methods of measuring interest fit: A large prediction study with career choice satisfaction2
Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance2
Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale2
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Harnessing Generative AI for Assessment Item Development: Comparing AI‐Generated and Human‐Authored Items2
Automatic identification of storytelling responses to past‐behavior interview questions via machine learning2
Social media profiling: The influence of personal and professional social media content on hiring ratings2
Comparing Proctored and Unproctored Cognitive Ability Testing in High‐Stakes Personnel Selection2
Beyond Pay: The Effects of Interviewers' Emphasis on Pay and Career Growth on Attracting Highly Qualified Applicants2
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Issue Information2
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
Exploring the role of cognitive load in faking prevention using the dual task paradigm2
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