International Journal of Selection and Assessment

Papers
(The TQCC of International Journal of Selection and Assessment is 4. 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 2021-02-01 to 2025-02-01.)
ArticleCitations
Selecting entrepreneurial employees using a person‐group fit perspective31
Fostering metacognitive activities during job search: The Three Good Job Search Things intervention28
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences23
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model22
Rule‐based versus feedback‐based coaching for situational judgment tests22
The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model21
Does it matter whether others are working hard or hardly working? Effects of descriptive norms on attitudes to time theft at work19
Issue Information18
Potential bias when using social media for selection: Differential effects of candidate demographic characteristics, race match, perceived similarity, and profile detail18
Psychometric properties of the Cultural Intelligence Scale based on item response theory15
Should DEI statements be included in faculty selection? Exploring legal, diversity, and validity issues15
Self‐verification behavior as an employment interview tactic14
Growth mindset of intelligence reduces counterproductive workplace behavior: A mediation analysis of occupational stress14
Faking resistance of a quasi‐ipsative RIASEC occupational interest measure13
Reciprocity or backfiring? Examining the influence of realistic job previews on applicants' willingness to self‐disclose and use image protection tactics13
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS12
Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023)12
Is Anybody Watching Me? Effects of Information About Evaluators on Applicants' Use of Impression Management in Asynchronous Video Interviews12
Does it fit? The relationships between personality, decision autonomy fit, work engagement, and emotional exhaustion in self‐managing organizations11
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews11
Introducing a supervised alternative to forced‐choice personality scoring: A test of validity and resistance to faking11
</Click to begin your digital interview>: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection11
Psychometric validation of the Portuguese version of the Measure of Anxiety in Selection Interviews11
Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions10
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives10
Examining the efficacy of inoculation and value‐affirmation interventions in improving precandidate reactions among prospective military recruits9
Holistic and mechanical combination in psychological assessment: Why algorithms are underutilized and what is needed to increase their use9
How much feedback do employees need? A field study of absolute feedback frequency reports and performance9
Personality development goals at work: A new frontier in personality assessment in organizations7
Relations of personality factors and suitability ratings to Swedish military pilot education completion7
Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation7
Volitional Trait Change in Selection: It's About Time, but Also Degree and Perspective7
I can't get no (need) satisfaction: Using a relatedness need‐supportive intervention to improve applicant reactions to asynchronous video interviews7
Consistency matters: The interaction effect of grooming and dress style on hirability6
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines6
Scrutinizing the value and implementation of volitional personality development at work6
Issue Information6
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments6
Moderators of sex‐ and race‐based subgroup differences in assessment center ratings: A meta‐analysis6
Agentic capabilities as predictors of psychological capital, job performance, and social capital over time5
Ethical leadership, perceived cultural inclusion, and job behaviors: A two‐sample study of mediation and moderation effects5
Issue Information5
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research5
Intentional response distortion during the COVID‐19 pandemic5
Issue Information5
Where I am and who I am with: Contextual dynamics of personality in the prediction of work performance5
Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews5
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions5
Feeling safe at work: Development and validation of the Psychological Safety Inventory4
Train driver selection: The impact of cognitive ability on train driving performance4
Issue Information4
Do situational characteristics affect the validity of personality situational judgment items?4
What are the odds of burnt‐out risk and leaving the job? Turnover intent consequences of worker burnout using a two sample New Zealand study4
Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?4
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda4
Virtual simulation: New method for assessing teamwork skills4
Examining the assumption of measurement invariance in job performance ratings across time: The role of rater experience4
Issue Information4
Do you lose by doing more? How organizational citizenship behavior directed to the organization relates to career development4
4
0.068964004516602