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A different look at why selection procedures work: the role of candidates' ability to identify criteria

Martin Kleinmann, Pia Ingold, Filip Lievens UGent, Ann Jansen, Klaus Melchers and Cornelius König (2011) ORGANIZATIONAL PSYCHOLOGY REVIEW. 1(2). p.128-146
abstract
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 criterionrelated 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 for future research are presented.
Please use this url to cite or link to this publication:
author
organization
year
type
journalArticle (original)
publication status
published
subject
keyword
ability to identify criteria (ATIC), social effectiveness, validity, transparency, personnel selection
journal title
ORGANIZATIONAL PSYCHOLOGY REVIEW
Organ. Psychol. Rev.
volume
1
issue
2
pages
128 - 146
ISSN
2041-3866
DOI
10.1177/2041386610387000
language
English
UGent publication?
yes
classification
A2
copyright statement
I have retained and own the full copyright for this publication
VABB id
c:vabb:336940
VABB type
VABB-1
id
2119763
handle
http://hdl.handle.net/1854/LU-2119763
date created
2012-05-30 09:48:07
date last changed
2013-06-21 16:07:27
@article{2119763,
  abstract     = {Personnel selection procedures such as assessment centers, structured interviews, and personality inventories are useful predictors of candidates{\textquoteright} job performance. In addition to existing explanations for their criterion-related validity, we suggest that candidates{\textquoteright} ability to identify the criteria used to evaluate their performance during a selection procedure contributes to the criterionrelated validity of these procedures. Conceptually, the ability to identify criteria can be framed in the broader literature on peoples{\textquoteright} 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 for future research are presented.},
  author       = {Kleinmann, Martin and Ingold, Pia and Lievens, Filip and Jansen, Ann and Melchers, Klaus and K{\"o}nig, Cornelius},
  issn         = {2041-3866},
  journal      = {ORGANIZATIONAL PSYCHOLOGY REVIEW},
  keyword      = {ability to identify criteria (ATIC),social effectiveness,validity,transparency,personnel selection},
  language     = {eng},
  number       = {2},
  pages        = {128--146},
  title        = {A different look at why selection procedures work: the role of candidates' ability to identify criteria},
  url          = {http://dx.doi.org/10.1177/2041386610387000},
  volume       = {1},
  year         = {2011},
}

Chicago
Kleinmann, Martin, Pia Ingold, Filip Lievens, Ann Jansen, Klaus Melchers, and Cornelius König. 2011. “A Different Look at Why Selection Procedures Work: The Role of Candidates’ Ability to Identify Criteria.” Organizational Psychology Review 1 (2): 128–146.
APA
Kleinmann, M., Ingold, P., Lievens, F., Jansen, A., Melchers, K., & König, C. (2011). A different look at why selection procedures work: the role of candidates’ ability to identify criteria. ORGANIZATIONAL PSYCHOLOGY REVIEW, 1(2), 128–146.
Vancouver
1.
Kleinmann M, Ingold P, Lievens F, Jansen A, Melchers K, König C. A different look at why selection procedures work: the role of candidates’ ability to identify criteria. ORGANIZATIONAL PSYCHOLOGY REVIEW. 2011;1(2):128–46.
MLA
Kleinmann, Martin, Pia Ingold, Filip Lievens, et al. “A Different Look at Why Selection Procedures Work: The Role of Candidates’ Ability to Identify Criteria.” ORGANIZATIONAL PSYCHOLOGY REVIEW 1.2 (2011): 128–146. Print.