Why should we use situational judgement tests in personnel selection?
- Author
- Filip Lievens (UGent) and Helga Peeters (UGent)
- Organization
Citation
Please use this url to cite or link to this publication: http://hdl.handle.net/1854/LU-371156
- MLA
- Lievens, Filip, and Helga Peeters. “Why Should We Use Situational Judgement Tests in Personnel Selection?” Ressources Humaines : Les Rapports de La Psychologie Du Travail, Editions d’ Organisation, 2006, pp. 181–94.
- APA
- Lievens, F., & Peeters, H. (2006). Why should we use situational judgement tests in personnel selection? In Ressources humaines : les rapports de la psychologie du travail (pp. 181–194). Editions d’ Organisation.
- Chicago author-date
- Lievens, Filip, and Helga Peeters. 2006. “Why Should We Use Situational Judgement Tests in Personnel Selection?” In Ressources Humaines : Les Rapports de La Psychologie Du Travail, 181–94. Editions d’ Organisation.
- Chicago author-date (all authors)
- Lievens, Filip, and Helga Peeters. 2006. “Why Should We Use Situational Judgement Tests in Personnel Selection?” In Ressources Humaines : Les Rapports de La Psychologie Du Travail, 181–194. Editions d’ Organisation.
- Vancouver
- 1.Lievens F, Peeters H. Why should we use situational judgement tests in personnel selection? In: Ressources humaines : les rapports de la psychologie du travail. Editions d’ Organisation; 2006. p. 181–94.
- IEEE
- [1]F. Lievens and H. Peeters, “Why should we use situational judgement tests in personnel selection?,” in Ressources humaines : les rapports de la psychologie du travail, Editions d’ Organisation, 2006, pp. 181–194.
@incollection{371156,
author = {{Lievens, Filip and Peeters, Helga}},
booktitle = {{Ressources humaines : les rapports de la psychologie du travail}},
language = {{eng}},
pages = {{181--194}},
publisher = {{Editions d' Organisation}},
title = {{Why should we use situational judgement tests in personnel selection?}},
year = {{2006}},
}