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Designing Pareto-Optimal Selection Systems For Multiple Minority Subgroups And Multiple Criteria, Wilfried De Corte, Paul R. Sackett, Filip Lievens
Designing Pareto-Optimal Selection Systems For Multiple Minority Subgroups And Multiple Criteria, Wilfried De Corte, Paul R. Sackett, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing PO selection systems to situations involving multiple criteria and multiple minority groups (i.e., multiobjective PO selection systems). We first present a hybrid multiobjective PO approach for computing selection systems that are PO with respect to (a) a set of quality objectives (i.e., criteria) …
Multiple, Speeded Assessments Under Scrutiny: Underlying Theory, Design Considerations, Reliability, And Validity, Christoph N. Herde, Filip Lievens
Multiple, Speeded Assessments Under Scrutiny: Underlying Theory, Design Considerations, Reliability, And Validity, Christoph N. Herde, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Recently, multiple, speeded assessments (e.g., “speeded” or “flash” role-plays) have made rapid inroads into the selection domain. So far, however, the conceptual underpinning and empirical evidence related to these short, fast-paced assessment approaches has been lacking. This raises questions whether these speeded assessments can serve as reliable and valid indicators of future performance. This paper uses the notions of stimulus and response domain sampling to conceptualize multiple, speeded behavioral job simulations as a hybrid of established simulation-based selection methods. Next, we draw upon the thin slices of behavior paradigm to theorize about the quality of ratings made in multiple, speeded …
A Comprehensive Examination Of The Cross-Validity Of Pareto-Optimal Versus Fixed-Weight Selection Systems In The Biobjective Selection Context., Wilfried De Corte, Filip Lievens, Paul R. Sackett
A Comprehensive Examination Of The Cross-Validity Of Pareto-Optimal Versus Fixed-Weight Selection Systems In The Biobjective Selection Context., Wilfried De Corte, Filip Lievens, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
The article presents evidence for the cross-validity potential of fixed-weight (FW) versus Pareto-Optimal (PO) selection systems in biobjective selection situations where both the goals of diversity and quality are valued and the importance of the goals is undecided a priori. The article extends previous research by also studying the cross-validity potential of selection systems in the practically most important sample-to-sample cross-validity scenario. We address three research questions: (a) Do different PO systems show comparable levels of relative (i.e., proportional) achievement upon cross-validation? (b) Do PO systems achieve higher levels of relative achievement upon cross-validation than FW selection systems?, and (c) …
Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew
Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew
Research Collection Lee Kong Chian School Of Business
Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = …
Smart Heuristics For Individuals, Teams, And Organizations, Gerd Gigerenzer, Jochen Reb, Shenghua Luan
Smart Heuristics For Individuals, Teams, And Organizations, Gerd Gigerenzer, Jochen Reb, Shenghua Luan
Research Collection Lee Kong Chian School Of Business
Heuristics are fast, frugal, and accurate strategies that enable rather than limit decision making under uncertainty. Uncertainty, as opposed to calculable risk, is characteristic of most organizational contexts. We review existing research and offer a descriptive and prescriptive theoretical framework to integrate the current patchwork of heuristics scattered across various areas of organizational studies. Research on the adaptive toolbox is descriptive, identifying the repertoire of heuristics on which individuals, teams, and organizations rely. Research on ecological rationality is prescriptive, specifying the conditions under which a given heuristic performs well, that is, when it is smart. Our review finds a relatively …
What's On Job Seekers' Social Media Sites? A Content Analysis And Effects Of Structure On Recruiter Judgments And Predictive Validity, Liwen Zhang, Chad H. Van Iddekinge, John D. Arnold, Philip L. Roth, Filip Lievens, Stephen E. Lanivich, Samantha L. Jordan
What's On Job Seekers' Social Media Sites? A Content Analysis And Effects Of Structure On Recruiter Judgments And Predictive Validity, Liwen Zhang, Chad H. Van Iddekinge, John D. Arnold, Philip L. Roth, Filip Lievens, Stephen E. Lanivich, Samantha L. Jordan
Research Collection Lee Kong Chian School Of Business
Many organizational representatives review social media (SM) information (e.g., Facebook, Twitter) when recruiting and assessing job applicants. Despite this, very little empirical data exist concerning the SM information available to organizations or whether assessments of such information are a valid predictor of work outcomes. This multi-study investigation examines several critical issues in this emerging area. In Study 1, we conducted a content analysis of job seekers’ Facebook sites (n = 266) and found that these sites often provide demographic variables that U.S. employment laws typically prohibit organizations from using when making personnel decisions (e.g., age, ethnicity, religion), as well as …
Robustness, Sensitivity And Sampling Variability Of Pareto-Optimal Selection System Solutions To Address The Quality-Diversity Trade-Off, Wilfried De Corte, Paul Sackett, Filip Lievens
Robustness, Sensitivity And Sampling Variability Of Pareto-Optimal Selection System Solutions To Address The Quality-Diversity Trade-Off, Wilfried De Corte, Paul Sackett, Filip Lievens
Research Collection Lee Kong Chian School Of Business
In case that both the goals of selection quality and diversity are important, a selection system is Pareto-optimal (PO) when its implementation is expected to result in an optimal balance between the levels achieved with respect to both these goals. The study addresses the critical issue whether PO systems, as computed from calibration conditions, continue to perform well when applied to a large variety of different validation selection situations. To address the key issue, we introduce two new measures for gauging the achievement of these designs and conduct a large simulation study in which we manipulate 10 factors (related to …
Multiple Speed Assessments: Theory, Practice, And Research Evidence, Christoph N. Herde, Filip Lievens
Multiple Speed Assessments: Theory, Practice, And Research Evidence, Christoph N. Herde, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This paper presents Multiple Speed Assessments as an umbrella term to encompass a variety of approaches that include multiple (e.g., 20), short (e.g., 3 min), and often integrated interpersonal simulations to elicit overt behavior in a standardized way across participants. Multiple Speed Assessments can be used to get insight into the behavioral repertoire of a target person in situations sampled from a predefined target domain and their intraindividual variability across these situations. This paper outlines the characteristics and theoretical basis of Multiple Speed Assessments. We also discuss various already existing examples of Multiple Speed Assessments (Objective Structured Clinical Examinations, Multiple …
Ecological Rationality: Fast-And-Frugal Heuristics For Managerial Decision Making Under Uncertainty, Shenghua Luan, Jochen Reb, Gerd Gigerenzer
Ecological Rationality: Fast-And-Frugal Heuristics For Managerial Decision Making Under Uncertainty, Shenghua Luan, Jochen Reb, Gerd Gigerenzer
Research Collection Lee Kong Chian School Of Business
Heuristics are often viewed as inferior to “rational” strategies that exhaustively search and process information. Introducing the theoretical perspective of ecological rationality, we challenge this view and argue that under conditions of uncertainty common to managerial decision making, managers can actually make better decisions using fast-and-frugal heuristics. Within the context of personnel selection, we show that a heuristic called Δ-inference can more accurately predict which of two job applicants would perform better in the future than logistic regression, a prototypical rational strategy. Using data from 236 applicants at an airline company, we demonstrate in Study 1 that despite searching less …
Assessing Personality Dynamics In Personnel Selection, Joanna Sosnowska, Joeri Hofmans, Filip Lievens
Assessing Personality Dynamics In Personnel Selection, Joanna Sosnowska, Joeri Hofmans, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Recently, there have been repeated calls in the literature for an integrative approach to personality, in which both between- and within-person fluctuations are simultaneously considered. Although the integrative approach to personality offers a compelling extension of the traditional trait approach, one of the major challenges is its applicability in applied settings. In the present chapter, we address this challenge for the domain of personnel selection, showing that an integrative approach to personality assessment in selection settings is possible through careful consideration of available theories and selection methods. By explaining and delineating how existing concepts can be used and how existing …
Construct-Driven Sjts: Toward An Agenda For Future Research, Filip Lievens
Construct-Driven Sjts: Toward An Agenda For Future Research, Filip Lievens
Research Collection Lee Kong Chian School Of Business
A common theme running through recent research on Situational Judgment Tests (SJTs) and this special issue is the aim to improve the measurement of constructs via SJTs. Construct-driven SJTs differ from traditional SJTs in that they present a trait activating situation to test-takers and a more unidimensional set of response options that depict different trait levels. In this commentary, I frame the different papers of this special issue into a research agenda related to construct-driven SJTs. Specifically, I posit that future research should examine whether construct-driven SJTs lead to more unidimensionality at the item level, cleaner measurement of the constructs, …
The Effects Of Predictor Method Factors On Selection Outcomes: A Modular Approach To Personnel Selection Procedures, Filip Lievens, Paul R. Sackett
The Effects Of Predictor Method Factors On Selection Outcomes: A Modular Approach To Personnel Selection Procedures, Filip Lievens, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
Past reviews and meta-analyses typically conceptualized and examined selection procedures as holistic entities. We draw on the product design literature to propose a modular approach as a complementary perspective to conceptualizing selection procedures. A modular approach means that a product is broken down into its key underlying components. Therefore, we start by presenting a modular framework that identifies the important measurement components of selection procedures. Next, we adopt this modular lens for reviewing the available evidence regarding each of these components in terms of affecting validity, subgroup differences, and applicant perceptions, as well as for identifying new research directions. As …
Understanding The Building Blocks Of Selection Procedures: Effects Of Response Fidelity On Performance And Validity, Filip Lievens, Wilfried De Corte, Lena Westerveld
Understanding The Building Blocks Of Selection Procedures: Effects Of Response Fidelity On Performance And Validity, Filip Lievens, Wilfried De Corte, Lena Westerveld
Research Collection Lee Kong Chian School Of Business
This study aims to advance our conceptual understanding of selection procedures by exploring the effect of response fidelity (i.e., written constructed response vs. behavioral constructed response) on test performance, validity, and applicant perceptions. Stimulus fidelity (multimedia stimulus) was kept constant. In a field experiment, 208 applicants for entry-level police officer jobs completed a multimedia situational judgment test with written constructed responses and behavioral responses. We hypothesized the behavioral response mode (a) to be a better predictor of police trainee performance one year later, (b) to be less cognitively saturated, (c) to exhibit higher personality (extraversion) saturation, and (d) to be …
Do Candidate Reactions Relate To Job Performance Or Affect Criterion-Related Validity? A Multistudy Investigation Of Relations Among Reactions, Selection Test Scores, And Job Performance, Julie Mccarthy, Chad H. Van Iddekinge, Filip Lievens, Mavis Mei-Chuan Kung, Evan F. Sinar, Michael A. Campion
Do Candidate Reactions Relate To Job Performance Or Affect Criterion-Related Validity? A Multistudy Investigation Of Relations Among Reactions, Selection Test Scores, And Job Performance, Julie Mccarthy, Chad H. Van Iddekinge, Filip Lievens, Mavis Mei-Chuan Kung, Evan F. Sinar, Michael A. Campion
Research Collection Lee Kong Chian School Of Business
Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, …
Responding To Personality Tests In A Selection Context: The Role Of The Ability To Identify Criteria And The Ideal-Employee Factor, Ute-Christine Kelhe, Martin Kleinmann, Thomas Hartstein, Klaus G. Melchers, Cornelius J. Konig, Peter A. Heslin, Filip Lievens
Responding To Personality Tests In A Selection Context: The Role Of The Ability To Identify Criteria And The Ideal-Employee Factor, Ute-Christine Kelhe, Martin Kleinmann, Thomas Hartstein, Klaus G. Melchers, Cornelius J. Konig, Peter A. Heslin, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Personality assessments are often distorted during personnel selection, resulting in a common "ideal-employee factor" (IEF) underlying ratings of theoretically unrelated constructs. However, this seems not to affect the personality measures' criterion-related validity. The current study attempts to explain this set of findings by combining the literature on response distortion with the ones on cognitive schemata and on candidates' ability to identify criteria (ATIC). During a simulated selection process, 149 participants filled out Big Five personality measures and participated in several high- and low-fidelity work simulations to estimate their managerial performance. Structural equation modeling showed that the IEF presents an indicator …
Designing Pareto-Optimal Selection Systems: Formalizing The Decisions Required For Selection System Development, Wilfried De Corte, Paul R. Sackett, Filip Lievens
Designing Pareto-Optimal Selection Systems: Formalizing The Decisions Required For Selection System Development, Wilfried De Corte, Paul R. Sackett, Filip Lievens
Research Collection Lee Kong Chian School Of Business
The article presents an analytic method for designing Pareto-optimal selection systems where the applicants belong to a mixture of candidate populations. The method is useful in both applied and research settings. In an applied context, the present method is the first to assist the selection practitioner when deciding on 6 major selection design issues: (1) the predictor subset, (2) the selection rule, (3) the selection staging, (4) the predictor sequencing, (5) the predictor weighting, and (6) the stage retention decision issue. From a research perspective, the method offers a unique opportunity for studying the impact and relative importance of different …
A Different Look At Why Selection Procedures Work: The Role Of Candidates' Ability To Identify Criteria, Martin Kleinmann, Pia V. Ingold, Filip Lievens, Anne Jansen, Klaus G Melchers, Cornelius J. Konig
A Different Look At Why Selection Procedures Work: The Role Of Candidates' Ability To Identify Criteria, Martin Kleinmann, Pia V. Ingold, Filip Lievens, Anne Jansen, Klaus G Melchers, Cornelius J. Konig
Research Collection Lee Kong Chian School Of Business
Personnel selection procedures such as assessment centers, structured interviews, and personality inventories are useful predictors of candidates' job performance. In addition to existing explanations for their criterion-related validity, we suggest that candidates' ability to identify the criteria used to evaluate their performance during a selection procedure contributes to the criterion-related validity of these procedures. Conceptually, the ability to identify criteria can be framed in the broader literature on peoples' ability to read situational cues. We draw on both theory and empirical research to outline the potential this ability has to account for selection results and job performance outcomes. Finally, implications …
Applicant Versus Employee Scores On Self-Report Emotional Intelligence Measures, Filip Lievens, Ute-Christine Klehe, Nele Libbrecht
Applicant Versus Employee Scores On Self-Report Emotional Intelligence Measures, Filip Lievens, Ute-Christine Klehe, Nele Libbrecht
Research Collection Lee Kong Chian School Of Business
There exists growing interest to assess applicants' emotional intelligence (EI) via self-report trait-based measures of EI as part of the selection process. However, some studies that experimentally manipulated applicant conditions have cautioned that in these conditions use of self-report measures for assessing EI might lead to considerably higher scores than current norm scores suggest. So far, no studies have scrutinized self-reported EI scores among a sample of actual job applicants. Therefore, this study compares the scores of actual applicants at a large ICT organization (n = 109) on a well-known self-report measure of EI to the scores of employees already …
Combining Predictors To Achieve Optimal Trade-Offs Between Selection Quality And Adverse Impact, Wilfried De Corte, Filip Lievens, Paul R. Sackett
Combining Predictors To Achieve Optimal Trade-Offs Between Selection Quality And Adverse Impact, Wilfried De Corte, Filip Lievens, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
The authors propose a procedure to determine (a) predictor composites that result in a Pareto-optimal trade-off between the often competing goals in personnel selection of quality and adverse impact and (b) the relative importance of the quality and impact objectives that correspond to each of these trade-offs. They also investigated whether the obtained Pareto-optimal composites continue to perform well under variability of the selection parameters that characterize the intended selection decision. The results of this investigation indicate that this is indeed the case. The authors suggest that the procedure be used as one of a number of potential strategies for …
Predicting Adverse Impact And Mean Criterion Performance In Multistage Selection, Wifried De Corte, Filip Lievens, Paul R. Sackett
Predicting Adverse Impact And Mean Criterion Performance In Multistage Selection, Wifried De Corte, Filip Lievens, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
The authors present an analytical method to assess the average criterion performance of the selected candidates as well as the adverse impact and the cost of general multistage selection decisions. The method extends previous work on the analytical estimation of multistage selection outcomes to the case in which the applicant pool is a mixture of applicant populations that differ in their average performance on the selection predictors. Next, the method was used to conduct 3 studies of important issues practitioners and researchers have with multistage selection processes. Finally, the authors indicate how the method can be integrated into a broader …
The Effects Of Sexual Orientation On Hirability Ratings: An Experimental Study, Greet Van Hoye, Filip Lievens
The Effects Of Sexual Orientation On Hirability Ratings: An Experimental Study, Greet Van Hoye, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Despite its rising importance, empirical research about sexual orientation in the workplace is still scarce. This experimental study examined if gay candidates, with the same work-related qualities as heterosexual candidates, would be judged less favorably in a personnel selection context. Written candidate profiles were varied in a 3 x 3 between-subjects factorial design, with candidate quality and sexual orientation as experimental variables. Our results indicated that the hirability ratings of 135 selection professionals were based on candidate quality and that no discrimination on the basis of sexual orientation occurred. Implications of these findings and directions for future research are discussed.
Dimension And Exercise Variance In Assessment Center Scores: A Large-Scale Evaluation Of Multitrait-Multimethod Studies, Filip Lievens, James M. Conway
Dimension And Exercise Variance In Assessment Center Scores: A Large-Scale Evaluation Of Multitrait-Multimethod Studies, Filip Lievens, James M. Conway
Research Collection Lee Kong Chian School Of Business
This study addresses 3 questions regarding assessment center construct validity: (a) Are assessment center ratings best thought of is reflecting dimension constructs (dimension model). exercises (exercise model). or a combination? (b) To what extent do dimensions or exercises account for variance? (c) Which design characteristics increase dimension variance? To this end, a large set of multitrait-multimethod studies (N = 34) were analyzed, showing that assessment center ratings were best represented (i.e., in terms of fit and admissible solutions) by a model with correlated dimensions and exercises specified a correlated uniquenesses. In this model, dimension variance equals exercise variance. Significantly more …
The Construct Validity Of A Belgian Assessment Centre: A Comparison Of Different Models, Filip Lievens, Etienne Van Keer
The Construct Validity Of A Belgian Assessment Centre: A Comparison Of Different Models, Filip Lievens, Etienne Van Keer
Research Collection Lee Kong Chian School Of Business
This study investigates the construct validity of a Belgian assessment centre through a comprehensive set of confirmatory factor analysis models. In particular, the general confirmatory factor analysis approach as well as the correlated uniqueness approach are fitted to the same data. Results replicate Sagie and Magnezy's (1997) finding that the correlated uniqueness model is appropriate to represent exercise effects in assessment centres, as a good fit and no estimation problems are obtained. In this model the dimensions explain 36% of variance, revealing evidence of convergent validity. Possibly, this is due to the careful design of this assessment centre. Evidence of …