Webcam testing: Validation of an innovative open-ended multimedia test

In the context of the diversity–validity dilemma in personnel selection, the present field study compared ethnic subgroup differences on an innovative constructed response multimedia test to other commonly used selection instruments. Applicants (N = 245, 27% ethnic minorities) for entry‐level police jobs completed a constructed response multimedia test, cognitive ability test, language proficiency test, personality inventory, structured interview, and role play. Results demonstrated minor ethnic subgroup differences on constructed response multimedia test scores as compared to other instruments. Constructed response multimedia test scores were related to the selection decision, and no evidence for predictive bias was found. Subgroup differences were also examined on the dimensional level, with cognitively loaded dimension scores displaying larger differences.

Section: Discussionsupporting

confidence: 77%

Section: Introductionmentioning

confidence: 94%

Alternative Predictors for Dealing with the Diversity–Validity Dilemma in Personnel Selection: The constructed response multimedia test

Soete

Lievens

Oostrom³

et al. 2013

“…The lack of predictive validation research using SJTs is evident by the small meta‐analytic database that McDaniel et al () reported for predictive studies ( n = 346, k = 6) versus for concurrent studies ( n = 10,294, k = 96). Oostrom et al's () study was concurrent and they concluded that ‘the next step [in this line of research] is to verify and extend the present findings in an applicant setting’ (p. 548). Although the pioneering study by Lievens et al () did collect data from applicants, their design was not entirely predictive.…”

Section: Introductionsupporting

confidence: 50%

Video‐based Testing: A high‐fidelity job simulation that demonstrates reliability, validity, and utility

Cucina

Busciglio

et al. 2015

A conceptual rationale is presented for the use of a high-fidelity simulation: a video-based test (VBT), in which applicants view job-related scenarios, respond orally, and are later scored on five dimensions by trained raters. Using applicant data, we empirically investigate the criterion-related validity, reliability, and utility of the VBT. Overall, we found that the VBT predicted performance in training and on the job. In addition, different raters strongly agreed with one another on each applicant's scores. Despite somewhat higher development costs, the VBT demonstrated high utility. We suggest that organizations consider the use of VBTs as a selection instrument for jobs that require the use of applied social and interpersonal skills.

“…Our study extends previous studies that dictated the applicability of SJTs in high fidelity modes, such as video, multimedia, and interactive formats (Lievens & Sackett, ) and gamified contexts (Armstrong, Landers et al, ). Webcams, static video recorders, and multimedia have been successfully applied to SJTs increasing the fidelity of presenting the scenarios leading to increased realism and more positive applicant reactions, as well as higher predictive validity (Lievens & Sackett, ; Oostrom et al, ; Rockstuhl et al, ). The incorporation of games elements into a SJT is likely to increase fidelity, fun, fairness, and favorable applicant reactions, while eliciting behaviors and predicting job performance more successfully.…”

Section: Discussionmentioning

confidence: 99%

“…To be more specific, the increased fidelity of presenting the situations in video format might lead to higher predictive validity whereas increased realism might result in favorable applicant reactions (Lievens & Sackett, ). Oostrom, Born, Serlie, and Molen () supported that an open‐ended webcam SJT, utilizing a webcam instead of a static video recorder to capture the responses of participants, predicts job placement success. Rockstuhl, Ang, Ng, Lievens, and Dyne () endeavored to predict task performance and interpersonal OCB by expanding the traditional SJT paradigm to multimedia, implementing it across different cultural samples.…”

Section: Gamification In Employee Selectionmentioning

confidence: 99%

Gamification in employee selection: The development of a gamified assessment

Georgiou

Gouras

Nikolaou

2019

Gamification has attracted increased attention among organizations and human resource professionals recently, as a novel and promising concept for attracting and selecting prospective employees. In the current study, we explore the construct validity of a new gamified assessment method in employee selection that we developed following the situational judgement test (SJT) methodology. Our findings support the applicability of game elements into a traditional form of assessment built to assess candidates' soft skills. Specifically, our study contributes to research on gamification and employee selection exploring the construct validity of a gamified assessment method indicating that the psychometric properties of SJTs and their transformation into a gamified assessment are a suitable avenue for future research and practice in this field.