A new frame for frame-of-reference training: Enhancing the construct validity of assessment centers.

Schleicher, Deidra J.; Day, David V.; Mayes, Bronston T.; Riggio, Ronald E.

doi:10.1037/0021-9010.87.4.735

Cited by 103 publications

(115 citation statements)

References 69 publications

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“…The general framework of validity (Binning & Barrett, 1989;Schleicher et al, 2002) suggested that transparency improved interviews' criterion-related validity due to a reduction of error. Conversely, Kleinmann's (1993) idea of a stable ability to identify the requirements or social situations suggested that transparency would suppress an ability that otherwise contributed to the procedure's criterion-related validity.…”

Section: Discussionmentioning

confidence: 99%

“…For personnel selection, however, an interview's criterion-related validity is of primary concern. The general framework of validity (Binning & Barrett, 1989;Cascio, 1998;Schleicher, Day, Mayes, & Riggio, 2002) suggests that interviews' criterion-related validity should improve with interview transparency. If interviewees' erroneous interpretations in nontransparent interviews distract them from answering in line with the required dimensions, this will introduce error into the measurement of those applicant characteristics that had been identified as relevant in the job analysis.…”

Section: Consequences Of Interview Transparency On Criterion-related mentioning

confidence: 99%

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Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

et al. 2008

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Although researchers agree on the use of structured interviews in personnel selection, past research has been undecided on whether these interviews need to be conducted nontransparently (i.e., without giving interviewees any indication of the evaluated criteria) or transparently (i.e., by revealing to interviewees the dimensions assessed in the interview). This article presents two independent studies examining the effects of interview transparency on interviewees' performance and on the interview's construct and criterion-related validity in the context of an application training program. Results from both Study 1 (N = 123) and Study 2 (N = 269) indicate an improvement in interviewees' performance under transparent interview conditions. Both studies further support the assumption that transparent interviews show satisfactory construct validity, whereas nontransparent interviews do not. Moreover, Study 2 showed no significant difference between the interview's criterion-related validity under transparent versus nontransparent conditions. Implications and directions for future research are discussed.

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Section: Discussionmentioning

confidence: 99%

Section: Consequences Of Interview Transparency On Criterion-related mentioning

confidence: 99%

Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

et al. 2008

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“…In particular, frame-of-reference (FOR) training is one possible approach for improving rater reliability and accuracy (London et al 2004;Schleicher et al 2002). FOR training changes the impression formation process of raters to more trait-based (as opposed to behavioral-based) representations of the ratee (Schleicher et al 2002).…”

Section: Implications and Future Research Directionsmentioning

confidence: 99%

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

et al. 2008

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Research shows recruiters infer dispositional characteristics from job applicants' resumes and use these inferences in evaluating applicants' employability. However, the reliability and validity of these inferences have not been empirically tested. Using data collected from 244 recruiters, we found low levels of estimated interrater reliability when they reviewed entry-level applicants' resumes and made inferences regarding applicants' personality traits. Moreover, when recruiters' inferences of applicant personality were correlated with applicants' actual Big Five personality scores, results indicated that recruiters' inferences lacked validity, with the possible exceptions of extraversion and openness to experience. Finally, despite being largely unreliable and invalid, recruiters' inferences of applicants' extraversion, openness to experience, and conscientiousness predicted the recruiters' subsequent employability assessments of the applicants.

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“…The logical expectation is that the correlations within the competencies and between the exercises would be greater than the correlations within the exercises and between the competencies; however, the opposite is commonly found (Woodruffe, 2000) and this is true of the current data. Remedies, typically in the form of improvements in assessor training including increasing the length of assessor training, limiting competencies, and listing key behaviours have been suggested (Lievens, 2002;Schleicher, Day, Mayes and Riggio, 2002). These strategies have been found to reduce exercise effects (Lievens, 2002;Schleicher, et al, 2002); however, most of these were utilised in the present design.…”

Section: Discussionmentioning

confidence: 75%

“…Remedies, typically in the form of improvements in assessor training including increasing the length of assessor training, limiting competencies, and listing key behaviours have been suggested (Lievens, 2002;Schleicher, Day, Mayes and Riggio, 2002). These strategies have been found to reduce exercise effects (Lievens, 2002;Schleicher, et al, 2002); however, most of these were utilised in the present design. Nevertheless, improvements are planned for assessor training.…”

Section: Discussionmentioning

confidence: 75%

Evaluation of the use of Assessment Centre methodology to enhance development planning, work placement outcomes and work readiness for postgraduate students - a pilot

Keele

Sturre

Treuer

et al. 2011

JTLGE

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Acknowledgements:We wish to thank Nick Carter for the provision of his expertise and knowledge in the development of the centre, Cameron Czerczyk who worked on this project as part of a work placement and Saville and Holdsworth Limited (SHL) for generously donating the Occupational Personality Questionnaire (OPQ) for use in the project. AbstractWork placements as a form of Work Integrated Learning (WIL) are widely recognised for the positive impact they have on improving the employability and work readiness of students. Assessment Centres (ACs) are typically used in corporate settings for recruitment, selection and more recently to provide developmental feedback to participants.The present project aimed to evaluate the application of AC methodology as a tool for measuring and subsequently enhancing professional competencies in a sample of postgraduate students in organisational psychology (n=15). A longitudinal design was utilised with numerous evaluation points from work placement stakeholders. This paper presents the first wave of findings. Students undertook a range of activities, including an in-tray exercise, a role play, a written report and a leaderless group discussion. Comprehensive feedback was provided to the students by Organisational Psychologists who also fulfil the role of Placement Co-ordinators. With the assistance of the Placement Co-ordinators, students prepared development plans relating to the competencies identified as requiring development. These development plans were to be addressed whilst on consecutive work placements. Initial perceptions gathered from students with regards to their participation in this initiative were very encouraging. Whilst based on a limited sample, the performance evaluations collected to date, as measured by behaviourally based ratings scales completed by the students themselves and their organisational supervisors, illustrate the positive effect of this methodology. The ongoing application of AC methodology as a process to enhance development planning, placement outcomes and work readiness for postgraduate students is discussed.

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A new frame for frame-of-reference training: Enhancing the construct validity of assessment centers.

Cited by 103 publications

References 69 publications

Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

Evaluation of the use of Assessment Centre methodology to enhance development planning, work placement outcomes and work readiness for postgraduate students - a pilot

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