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Candidates' ability to identify criteria in nontransparent selection procedures: Evidence from an assessment center and a structured interview


König, Cornelius J; Melchers, Klaus G; Kleinmann, Martin; Richter, Gerald M; Klehe, Ute-Christine (2007). Candidates' ability to identify criteria in nontransparent selection procedures: Evidence from an assessment center and a structured interview. International Journal of Selection and Assessment, 15(3):283-292.

Abstract

In selection procedures like assessment centers (ACs) and structured interviews, candidates are often not informed about the targeted criteria. Previous studies have shown that candidates' ability to identify these criteria (ATIC) is related to their performance in the respective selection procedure. However, past research has studied ATIC in only one selection procedure at a time, even though it has been assumed that ATIC is consistent across situations, which is a prerequisite for ATIC to contribute to selection procedures' criterion-related validity. In the present study, 95 candidates participated in an AC and a structured interview. ATIC scores showed cross-situational consistency across the two procedures and accounted for part of the relationship between performance in the selection procedures. Furthermore, ATIC scores in one procedure predicted performance in the other procedure even after controlling for cognitive ability. Implications and directions for future research are discussed.

Abstract

In selection procedures like assessment centers (ACs) and structured interviews, candidates are often not informed about the targeted criteria. Previous studies have shown that candidates' ability to identify these criteria (ATIC) is related to their performance in the respective selection procedure. However, past research has studied ATIC in only one selection procedure at a time, even though it has been assumed that ATIC is consistent across situations, which is a prerequisite for ATIC to contribute to selection procedures' criterion-related validity. In the present study, 95 candidates participated in an AC and a structured interview. ATIC scores showed cross-situational consistency across the two procedures and accounted for part of the relationship between performance in the selection procedures. Furthermore, ATIC scores in one procedure predicted performance in the other procedure even after controlling for cognitive ability. Implications and directions for future research are discussed.

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Additional indexing

Item Type:Journal Article, refereed, original work
Communities & Collections:06 Faculty of Arts > Institute of Psychology
Dewey Decimal Classification:150 Psychology
Scopus Subject Areas:Social Sciences & Humanities > General Business, Management and Accounting
Social Sciences & Humanities > Applied Psychology
Social Sciences & Humanities > General Psychology
Social Sciences & Humanities > Strategy and Management
Social Sciences & Humanities > Management of Technology and Innovation
Language:English
Date:2007
Deposited On:21 Jul 2014 15:03
Last Modified:24 Jan 2022 04:28
Publisher:Wiley-Blackwell
ISSN:0965-075X
OA Status:Closed
Publisher DOI:https://doi.org/10.1111/j.1468-2389.2007.00388.x
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