A New Scoring Procedure in Assessment Centers: Insights from Interaction Analysis

Oostrom, Janneke K.; Lehmann‐Willenbrock, Nale; Klehe, Ute‐Christine

doi:10.25035/pad.2019.01.005

Cited by 5 publications

(10 citation statements)

References 18 publications

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“…A cheerful and friendly facial expression, which often represents the most powerful nonverbal indicator of communal behavior, has been found to be related to positive evaluations on all Big Five traits (Breil, Osterholz, et al., 2021), motivation in employment interviews (Gifford et al., 1985), popularity (Back, Schmukle, & Egloff, 2011; Naumann et al., 2009), and competence (Burgoon et al., 1990; Reis et al., 1990). Similar results have been discovered for the behavioral factors of interpersonal calmness (e.g., inverse relationship between nervous behaviors and popularity; Back, Schmukle, & Egloff, 2011; Naumann et al., 2009) and intellectual competence (e.g., relationship between eloquence and perceived intelligence, Murphy et al., 2019; Reynolds & Gifford, 2001; relationship between task‐oriented communication and leadership, Gerpott et al., 2019; Oostrom et al., 2019).…”

Section: The Present Researchsupporting

confidence: 68%

Interpersonal behavior in assessment center role‐play exercises: Investigating structure, consistency, and effectiveness

Breil

Lievens

Forthmann

et al. 2022

Personnel Psychology

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Although the behaviors displayed by assessees are the currency of assessment centers (ACs), they have remained largely unexplored. This is surprising because a better understanding of assessees’ behaviors may provide the missing link between research on the determinants of assessee performance and research on the validity of performance ratings. Therefore, this study draws on behavioral personality science to scrutinize the behaviors that assessees express in interpersonal AC exercises. Our goals were to investigate (a) the structure of interpersonal behaviors, (b) the consistency of these behaviors across AC exercises, and (c) their effectiveness. We obtained videotaped performances of 203 assessees who took part in AC role‐plays in a high‐stakes context. Apart from assessors’ performance ratings, trained experts also independently coded assessees on over 40 specific behavioral cues in these role‐plays (e.g., clear statements, upright posture, freezing). Results were threefold: First, the structure underlying behavioral differences in interpersonal AC exercises was represented by four broad behavioral constructs: agency, communion, interpersonal calmness, and intellectual competence. Second, assessees’ behaviors showed more consistency across exercises than performance ratings did. Third, the behaviors were related to role‐play performance and predicted future interpersonal performance. We discuss the theoretical and practical implications of this study's granular, behavior‐driven perspective.

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Section: The Present Researchsupporting

confidence: 68%

Interpersonal behavior in assessment center role‐play exercises: Investigating structure, consistency, and effectiveness

Breil

Lievens

Forthmann

et al. 2022

Personnel Psychology

View full text Add to dashboard Cite

show abstract

“…A cheerful and friendly facial expression, which often represents the most powerful nonverbal indicator of communal behavior, has been found to be related to positive evaluations on all Big Five traits (Breil, Osterholz, et al, 2021), motivation in employment interviews (Gifford et al, 1985), popularity (Back, Schmukle, & Egloff, 2011;Naumann et al, 2009), and competence (Burgoon et al, 1990;Reis et al, 1990). Similar results have been discovered for the behavioral factors of interpersonal calmness (e.g., inverse relationship between nervous behaviors and popularity; Back, Schmukle, & Egloff, 2011;Naumann et al, 2009) and intellectual competence (e.g., relationship between eloquence and perceived intelligence, Murphy et al, 2019;Reynolds & Gifford, 2001;relationship between task-oriented communication and leadership, Gerpott et al, 2019;Oostrom et al, 2019).…”

Section: The Effectiveness Of Interpersonal Behaviorssupporting

confidence: 52%

Interpersonal Behavior in Assessment Center Role-Play Exercises: Investigating Structure, Consistency, and Effectiveness

Breil¹,

Lievens²,

Forthmann³

et al. 2022

Preprint

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Although the behaviors displayed by assessees are considered to be the currency of assessment centers (ACs), they have remained largely unexplored. This is surprising because a better understanding of assessees’ behaviors may provide the missing link between research on the determinants of assessee performance and research on the validity of performance ratings. On a practical level, a focus on assessees’ behaviors also informs dimension selection, exercise design, rating aids, and assessor training. Therefore, this study draws on behavioral personality science to scrutinize the behaviors that assessees express in interpersonal AC exercises. Our goals were to investigate (a) the structure of interpersonal behaviors, (b) the consistency of these behaviors across AC exercises, and (c) their effectiveness. We obtained videotaped performances of 203 assessees who took part in short interpersonal AC role-plays in a high-stakes context. Apart from assessors’ performance ratings, trained experts also independently coded assessees on over 40 specific behavioral cues in these role-plays (e.g., clear statements, upright posture, lively expressions, freezing). Results were threefold: First, the structure underlying behavioral differences in interpersonal AC exercises was represented by four broad behavioral constructs: agency, communion, interpersonal calmness, and intellectual competence. Second, assessees’ behaviors showed more consistency across exercises than performance ratings did. Third, the behaviors were related to role-play performance and predicted future interpersonal performance. We discuss the theoretical and practical implications of this study’s granular, behavior-driven perspective.

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“…Future studies should illuminate other reasons why MSAs excel in terms of interpersonal treatment. To this end, fine-grained analyses could be conducted to map the interactional exchanges between role-players and participants (Oostrom et al, 2019).…”

Section: Research Question Resultsmentioning

confidence: 99%

Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions

Lievens

Corstjens

Herde

2023

Int J Selection Assessment

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Recently, shorter assessments have emerged as potential alternatives for more resourceful traditional selection approaches. Multiple, speeded assessments (MSAs) represent such an alternative. In MSAs, candidates participate in a large number of short (a maximum of 5 min), behavioral simulations in which they face a variety of job situations. Initial psychometric evidence on the validity of MSAs is promising. Yet, validity represents only one piece of evidence. It is not known whether MSAs disadvantage specific subgroups, which may inhibit diversity. There is also no information on candidates' experience of going through an MSA, which is pivotal for the attractiveness of the organization's selection process. Therefore, this study investigates an MSA in terms of subgroup differences (gender and nationality) and applicant perceptions. Master of Business Administration (MBA) students (N = 96) proceeded through 18 short role-plays sampling junior management situations. Score differences between men and women were negligible. Yet, there were large score differences between national citizens and foreigners. There was no evidence for predictive bias for nationality, though. Of the applicant reaction measures, interpersonal treatment perceptions contributed most to overall fairness perceptions. These findings add to the evidence in support of MSAs, while also stressing to remain vigilant for potential score differences among subgroups.

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A New Scoring Procedure in Assessment Centers: Insights from Interaction Analysis

Cited by 5 publications

References 18 publications

Interpersonal behavior in assessment center role‐play exercises: Investigating structure, consistency, and effectiveness

Interpersonal behavior in assessment center role‐play exercises: Investigating structure, consistency, and effectiveness

Interpersonal Behavior in Assessment Center Role-Play Exercises: Investigating Structure, Consistency, and Effectiveness

Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions

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