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 2022-08-01 to 2026-08-01.)
ArticleCitations
Linking Strengths‐Based Supervisor Feedback to Job Crafting: The Moderating Role of Self‐Efficacy40
Psychometric properties of the Cultural Intelligence Scale based on item response theory29
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments26
Transparency and Trust in Simple Algorithmic Hiring Procedures25
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews24
Candidate Generative AI Use in Pre‐Hire Employment Assessments: Self‐Reported Incidence and the Impact of Warnings23
Faking Does Not Impair the Validity of Construct‐Focused Situational Judgment Tests: An Experimental Study22
The Validity of Single‐Response Situational Judgment Tests: A Nomological Network Meta‐Analysis20
Selection in the Operational Domain Requires More Than Grades: High School Marks do not Identify High‐Flyers19
A Quantitative Analysis of 21st Century Skills: A Case of Semantic and Psychometric Overlap19
What Draws Potential Applicants Towards an Organization? The Importance of Employer Brand Process Attributes and Applicants' Job Search Metacognitive Activities16
Train driver selection: The impact of cognitive ability on train driving performance16
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research16
Subclinical Versus Clinical Assessment in the Workplace: Evidence Against Equating Performance Risks With Abnormal Personality15
Issue Information14
Utilizing Big Data Technologies in Employee Selection: A Systematic Literature Review14
Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample13
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews13
Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality13
A Consideration of Immediate and Long‐Term Consequences of Generative AI Usage in Selection13
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs13
Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?13
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects11
Equivalence between direct and indirect measures of psychological capital11
Does It Matter Which Subtests We Use to Measure General Cognitive Ability? Group Differences Across Test Composites11
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It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process10
Risk, Fit, and the Hiring Decision: A Prospect Theory Perspective on Skilled Migrant Assessment10
Political advantage? Considering the Political Skill of raters10
The role of intent to harm in workplace aggression10
Reviewer List10
Analyzing Noise Data From a Noise Audit: A Guide for Industrial‐Organizational Practitioners9
Development of a Competency Model for Autistic Employment9
Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated‐factors model, and bifactor modeling across multiple contexts9
Issue Information9
Comparing Autistic and Neurotypical Responses to Conventional and Modified Questions in Algorithmically Scored Asynchronous Video Interviews: A Textual Analysis9
Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection9
From Forbid to Reimagine: Employer Strategies for Responding to Candidate GenAI Use in Assessment9
A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews8
Why Personnel Selection Should Target Job Performance AND Well‐Being8
Getting interested in interests for employee selection: Key concerns and areas for future research8
Attention To Detail and Cyber Skill: Associated Beyond General Intelligence in Cyber‐Soldier Conscripts8
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS7
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences7
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives7
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model7
Relations of personality factors and suitability ratings to Swedish military pilot education completion6
Moderators of sex‐ and race‐based subgroup differences in assessment center ratings: A meta‐analysis6
It's All Relative: Degree, Causes, and Impact of Ipsativity on Forced‐Choice Personality Tests6
Issue Information6
Knowing How Personnel Selection Algorithms Compare With Human Recruiters Influences Their Perceived Trustworthiness6
High Expectations, Higher Stakes? Changes in Organizational Attractiveness After Receiving a Rejection Letter6
Issue Information6
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions6
Ethnic‐based score differences and differential prediction of various cognitive and noncognitive admissions instruments in higher education5
Situation Descriptions in Situational Judgment Tests: A Matter of Including Trait‐Relevant Situational Cues?5
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda5
Issues in Contrasting Conservative and Considered Estimation: A Reply to Bobko et al. (2024)5
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From Tasks to Traits: Can LLMs Infer Personality From Brief Assessment Center Behavior?5
Feeling safe at work: Development and validation of the Psychological Safety Inventory5
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines5
Gendered competencies and gender composition: A human versus algorithm evaluator comparison5
Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses5
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Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews5
Cyber‐Vetted Behind the Smokescreen: The Evaluations of Cigarette and Cannabis Smokers in Hiring5
Beyond change: Personality‐environment alignment at work5
Evaluating the Impact of Faking on the Criterion‐Related Validity of Personality Assessments5
Test Motivation and Performance of Older Versus Younger Test‐Takers: Does Situational Judgment Test Stimulus Format Matter?4
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
Does Design Matter? The (Limited) Effects of Six Asynchronous Video Interview Design Features on Impression Management, Reactions, and Evaluations4
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
Backlash for high self‐promotion at hiring depends on candidates' gender and age4
Comparing Scoring Methods for Situational Judgment Tests in International Student Selection: Examinations of Criterion‐Related Validity and Ethnic Subgroup Differences4
Does media richness influence job applicants' experience in asynchronous video interviews? Examining social presence, impression management, anxiety, and performance4
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Employer and employee perceptions of cybervetting as a selection method4
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Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation3
The Role of Expertise in Scoring Situational Judgment Tests: Is the Juice Worth the Squeeze?3
Toward Theory‐Based Volitional Personality Development Interventions at Work3
Selecting entrepreneurial employees using a person‐group fit perspective3
Issue Information3
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The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check3
Examining the Effect of Social Desirability on the Relationships Between Personality Traits and Safety Performance3
Personality development goals at work: A new frontier in personality assessment in organizations3
“It Feels Wrong”: Understanding Reactions to Artificial Intelligence as a Decision‐Maker in Selection Through the Lens of Moral Foundations Theory3
ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview3
Issue Information2
Social media profiling: The influence of personal and professional social media content on hiring ratings2
Issue Information2
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“The interviewer is a machine!” Investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior2
Comparing Proctored and Unproctored Cognitive Ability Testing in High‐Stakes Personnel Selection2
Issue Information2
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Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance2
Harnessing Generative AI for Assessment Item Development: Comparing AI‐Generated and Human‐Authored Items2
The need for “Considered Estimation” versus “Conservative Estimation” when ranking or comparing predictors of job performance2
Beyond Pay: The Effects of Interviewers' Emphasis on Pay and Career Growth on Attracting Highly Qualified Applicants2
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Issue Information2
Automatic identification of storytelling responses to past‐behavior interview questions via machine learning2
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
Can we playfully measure cognitive ability? Construct‐related validity and applicant reactions2
Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale2
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