INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT
Scope & Guideline
Elevating standards in selection and assessment research.
Introduction
Aims and Scopes
- 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. - 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. - 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. - 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. - 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. - 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.
Trending and Emerging
- 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. - 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. - 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. - 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. - 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. - 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
- 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. - 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. - 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. - 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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