Candidates' Ability to Identify Criteria in Nontransparent Selection Procedures: Evidence from an assessment center and a structured interview

Abstract

In selection procedures like assessment centers (ACs) and structured interviews, candidates are often not informed about the targeted criteria. Previous studies have shown that candidates' ability to identify these criteria (ATIC) is related to their performance in the respective selection procedure. However, past research has studied ATIC in only one selection procedure at a time, even though it has been assumed that ATIC is consistent across situations, which is a prerequisite for ATIC to contribute to selection procedures' criterion-related validity. In this study, 95 candidates participated in an AC and a structured interview. ATIC scores showed cross-situational consistency across the two procedures and accounted for part of the relationship between performance in the selection procedures. Furthermore, ATIC scores in one procedure predicted performance in the other procedure even after controlling for cognitive ability. Implications and directions for future research are discussed.

The Ability to Identify Criteria: Its Relationship with Social Understanding, Preparation, and Impression Management in Affecting Predictor Performance in a High-Stakes Selection Context

“…Correlations are typically in the low to moderate range, and although it appears to be more strongly associated with verbal than nonverbal ability (Melchers et al, 2009), a recent study (Melchers et al, 2012) found even verbal ability only related at r = .17. In addition, Konig et al (2007) demonstrated that ATIC explained incremental variance in selection test performance over and above cognitive ability.…”

“…It includes person perception, social insight, and interpersonal awareness. Konig et al (2007) described ATIC as a specific component that would also fit within this domain.…”

“…Labelled "the ability to identify criteria" (ATIC), this concept is offered as a possible mechanism driving the criterion validity of these procedures . Evidence is accumulating that ATIC is associated with actual performance in selection tests (Kleinmann, 1993;Konig, Melchers, Kleinmann, Richter, & Klehe, 2007;Melchers, Bösser, Hartstein, & Kleinmann, 2012), and there has also been some initial work investigating possible predictors of ATIC (e.g., Melchers et al, 2009). However, additional research on the nomological net of its related constructs is warranted .…”

“…It is ATIC's proposed role in explaining criterion-related validity that makes it an important concept to consider in selection research (Konig et al, 2007). Today's workplace is characterised by ambiguity and uncertainty, which means individuals not only need to be adaptive to changing environments but also need to be able to anticipate such changes (Griffin, Neal, & Parker, 2007).…”

“…Because ATIC is conceptualised as an ability (Konig et al, 2007), it has been operationalized using objective tests with right/wrong answers , with early research (e.g., Kleinmann, 1993) providing evidence that when being assessed, individuals differ significantly in their ATIC test scores. Furthermore, compared to low scorers, those with high ATIC had better AC performance (Kleinmann, 1993), structured interview performance (Melchers et al, 2009), and integrity test scores (Konig, Melchers, Kleinmann, Richter, & Klehe, 2006).…”