INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT

Scope & Guideline

Exploring the intersection of psychology and performance.

Introduction

Welcome to your portal for understanding INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, featuring guidelines for its aims and scope. Our guidelines cover trending and emerging topics, identifying the forefront of research. Additionally, we track declining topics, offering insights into areas experiencing reduced scholarly attention. Key highlights include highly cited topics and recently published papers, curated within these guidelines to assist you in navigating influential academic dialogues.
LanguageEnglish
ISSN0965-075x
PublisherWILEY
Support Open AccessNo
CountryUnited Kingdom
TypeJournal
Convergefrom 1993 to 2024
AbbreviationINT J SELECT ASSESS / Int. J. Sel. Assess.
Frequency4 issues/year
Time To First Decision-
Time To Acceptance-
Acceptance Rate-
Home Page-
Address111 RIVER ST, HOBOKEN 07030-5774, NJ

Aims and Scopes

The International Journal of Selection and Assessment is dedicated to advancing the understanding and application of assessment methods in personnel selection. It focuses on both theoretical developments and practical applications, with an emphasis on the psychological principles underlying selection processes.
  1. Personnel Selection Methodologies:
    The journal explores a variety of personnel selection methodologies, including traditional interviews, situational judgment tests, and innovative approaches such as gamified assessments and artificial intelligence.
  2. Psychometric Evaluation:
    A significant portion of the research focuses on the psychometric properties of selection tools, including validity, reliability, and fairness, ensuring that assessments are scientifically sound and equitable.
  3. Diversity and Inclusion in Hiring:
    The journal addresses issues of diversity, equity, and inclusion, examining how selection processes can be designed to promote fairness and reduce bias against underrepresented groups.
  4. Impact of Technology on Assessment:
    There is a consistent exploration of how technology, including video interviews and AI, influences the recruitment and selection process, focusing on both applicant experiences and assessment efficacy.
  5. Applicant Reactions and Perceptions:
    Research often investigates how candidates perceive various selection methods, including their reactions to faking, anxiety during interviews, and overall satisfaction with the hiring process.
  6. Cognitive and Personality Assessments:
    The journal frequently publishes studies on the role of cognitive abilities and personality traits in predicting job performance and suitability, contributing to a deeper understanding of individual differences in the workplace.
The International Journal of Selection and Assessment has identified several trending and emerging themes in its recent publications. These themes reflect the evolving landscape of personnel selection and the growing importance of integrating modern technologies and psychological insights into assessment practices.
  1. Algorithmic Recruitment and Fairness:
    Recent papers emphasize the use of algorithms in recruitment, particularly concerning fairness and bias in hiring practices, highlighting a critical intersection of technology and ethics.
  2. Cognitive Load and Faking Prevention:
    Research focusing on cognitive load's role in faking prevention represents an emerging interest in understanding how psychological factors can influence assessment integrity.
  3. Artificial Intelligence in Interviews:
    The exploration of AI's impact on job interviews, including studies on applicant perceptions of AI-driven assessments, is gaining traction, reflecting a broader trend towards automation in hiring.
  4. Game-Based Assessments:
    There is a noticeable increase in interest surrounding game-based and gamified assessments, suggesting a shift towards more engaging and interactive evaluation methods for candidates.
  5. Diversity, Equity, and Inclusion Initiatives:
    An increasing number of studies are focusing on equity in hiring practices, evaluating how assessment methods can be adapted to support diversity and inclusion goals within organizations.
  6. Cross-Cultural Assessment Practices:
    Emerging themes include cross-cultural studies of assessment practices, indicating a growing recognition of the need for culturally sensitive approaches in global hiring contexts.

Declining or Waning

While the journal continually evolves, certain themes have seen a decline in focus, reflecting shifts in the field of selection and assessment. These waning scopes may indicate areas that require renewed attention or that have become less relevant in contemporary research.
  1. Traditional Assessment Methods:
    There appears to be a decreasing emphasis on traditional assessment methods, such as paper-and-pencil tests, as newer methodologies and technologies gain prominence in selection processes.
  2. Faking and Response Distortion:
    Although still relevant, the frequency of studies specifically targeting faking behavior in assessments has diminished, possibly indicating a shift towards more integrative approaches that account for applicant characteristics holistically.
  3. Single-Construct Focus:
    Research that focuses on single constructs, such as conscientiousness or cognitive ability in isolation, is becoming less common, giving way to more complex models that consider interactions between multiple variables.
  4. Geographical Contextualization:
    There is a noted reduction in studies specifically addressing geographical or cultural differences in selection practices, suggesting a potential narrowing of diversity in research contexts.

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