Skip to main content
- Analyzing Interview Length Reliability and Validity
- Ensuring Equal Employment Opportunities for Women
- Hiring as Cultural Matching - The Case of Elite Professional Service Firms
- How to Improve the Accuracy and Reduce the Cost of Personnel Selection
- Interventions That Affect Gender Bias in Hiring
- Limitations of Personality Tests for Personnel Selection
- Personal Characteristics and Adherence to Interview Best Practices
- Reconsidering the Use of Personality Tests in Personnel Selection Contexts
- Redefining Merit to Justify Discrimination
- Response Distortion on Personality Tests in Applicants
- Selecting for Extroversion but Rewarding for Conscientiousness
- Sight Over Sound in the Judgment of Music Performance
- The Five-Factor Model - Forced-Choice Personality Inventories and Performance
- The General Factor of Personality and Job Performance
- The Impact of the Interview Format and its Validity
- The Structured Interview - Narrative and Quantitative Review of Research Literature
- The Validity and Utility of Selection Methods in Personnel Psychology
- The Validity of Employment Interviews
- The Validity of Interview Scores Cognitive Ability and Conscientiousness Scores
- The Validity of Ipsative and Quasi-Ipsative Forced-Choice Personality Inventories
- Using Best Practices From Industry to Improve Success in Surgery Training
- When and Why Unstructured Interview Information Can Hurt Hiring Decisions
