Researchers find that leader effectiveness may be judged based on the racial demographics of the leader’s work group. How can organizations stop this?
Organizations are starting to use proctored internet testing to decrease cheating on their pre-employment tests. It seems like a great idea – you can monitor applicants while they’re testing and it’s pretty hard for them to cheat. However, a new study shows why you might want to be cautious about using proctored internet tests in your organization.
Researchers provide tips for organizations on how to reduce cheating on unproctored internet tests.
Organizations that test for specific cognitive abilities can enhance their employee selection programs, and ultimately improve employee job performance.
Researchers investigate the ability of specific cognitive abilities in employee selection testing. Results improve organizational diversity without compromising workforce effectiveness.
Businesses are starting to use mobile phones to assess job applicants. Are these assessments just as fair as the more traditional methods of hiring new employees?
According to a new research study, a job candidate’s feelings about the selection testing process can affect subsequent job performance. Does this mean organizations need to redesign their selection tests?
Researchers show how job candidates assess person-organization fit via the job interview process. What does this this mean for organizations?
Researchers demonstrate that tests of specific personality factors may be more useful for hiring than broader personality tests.
Researchers discover that conscientiousness has limited usefulness when predicting job performance. Where does it matter most?
