Personnel selection
Different selection procedures (structured interviews, personality tests, assessment centers) have been developed to assess applicants’ typical behavioral patterns. Yet, applicants oftentimes try to manage the impressions they make upon recruiters. This research attempts to address this issue by combining multiple research streams (candidates ability to identify criteria, typical versus maximum performance). |
Previous publications in this line of study include:
- Klehe, U.-C., Kleinmann, M., Hartstein, T., Melchers, K., König, C., Heslin, P. & Lievens, F. (in press).
Responding to Personality Tests in a Selection Context: The Role of the Ability to Identify Criteria and the Ideal-Employee Factor.
Human Performance.
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- Lievens, F., Klehe, U.-C., & Libbrecht, N. (2011).
Applicant versus employee scores on self-report emotional intelligence measures.
Journal of Personnel Psychology, 10, 89-95. (Note. Order of authorship was based on a completely random yet skillfully executed flip of a perfectly normal coin.)
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- Kleinmann, M. & Klehe, U.-C. (2011).
Selling oneself: Construct and criterion validity of impression management in structured interviews.
Human Performance, 24, 29 -46.
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- Melchers, K. G., Klehe, U.-C., Richter, G. M., Kleinmann, M., König, C. J., & Lievens, F. (2009).
“I know what you want to know”: The impact of interviewees’ ability to identify criteria on interview performance and construct-related validity.
Human Performance, 22, 355-374.
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- Klehe, U.-C., König, C. J., Kleinmann, M., Richter, G. M., & Melchers, K. G. (2008).
Transparency in Structured Selection Interviews: Consequences for Construct and Criterion-Related Validity
Human Performance, 21, 107-137.
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- König, C. J., Melchers, K. G., Kleinmann, M., Richter, G. M., & Klehe, U.-C. (2007).
Candidates' ability to identify criteria in nontransparent selection procedures: Evidence from an assessment center and a structured interview.
International Journal of Selection and Assessment, 15, 283-292.
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- Klehe, U.-C. & Latham, G. (2006).
What would you do – really or ideally? The constructs underlying the behaviour description interview and situational interview in predicting typical versus maximum performance.
Human Performance, 19, 357-382.
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- König, C. Melchers, K., Kleinmann, M., Richter, G. & Klehe, U.-C. (2006).
The relationship between the ability to identify evaluation criteria and integrity test scores.
Psychology Science, 48, 369-377.
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- Klehe, U.-C. & Latham, G. (2005).
The predictive and incremental validity of the situational and patterned behavior description interviews for teamplaying behavior.
International Journal of Selection and Assessment, 13, 108-115.
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- Huffcutt, A. I., Conway, J. M., Roth, P. L., & Klehe, U.-C. (2004).
The impact of job complexity and study design on situational and behavior description interview validity.
International Journal of Selection and Assessment, 12, 262-273.
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- Melchers, K. G., Kleinmann, M., Richter, G. M., König, C. J., & Klehe, U.-C. (2004).
Messen Einstellungsinterviews das, was sie messen sollen? Zur Bedeutung der Bewerberkognitionen über bewertetes Verhalten. [Do selection interviews measure what they are supposed to measure? The role of applicant cognitions about observed behavior].
Zeitschrift für Personalpsychologie, 3, 159-169.
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- Klehe, U.-C. (2007).
Biographische Fragebögen [Biographical Inventories].
In H. Schuler & K. Sonntag (Eds.), Handbuch der Arbeits- und Organisationspsychologie, p. 497-502. Göttingen, Germany: Hogrefe.
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- Klehe, U.-C. (2007).
Biographische Fragebögen [Biographical Inventories].
In H. Schuler & K. Sonntag (Eds.), Handbuch der Arbeits- und Organisationspsychologie, p. 497-502. Göttingen, Germany: Hogrefe.
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- Kleinmann, M., Melchers, K. G., König, C. J., & Klehe, U.-C. (2007).
Transparenz der Anforderungsdimensionen: Ein Moderator der Konstrukt- und Kriteriumsvalidität des Assessment Centers [Transparency of the observed dimensions. A moderator of assessment center construct- and criterion related validity].
In H. Schuler (Ed.), Assessment Center zur Potentialanalyse [Assessment centers for analyzing potential], p. 70-80. Göttingen, Germany: Hogrefe.
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- Klehe, U.-C., & Anderson, N. (2005).
The prediction of typical and maximum performance.
In A. Evers, O. Smit-Voskuijl, & N. Anderson (Eds.). Handbook of Personnel Selection. Blackwell, U.K.
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- Latham, G. P. & Klehe, U.-C. (2002).
Towards an understanding of the underlying constructs of the situational and patterned behavior description interview in predicting typical versus maximum performance.
In: W. Auer-Rizzi, C. Innreiter-Moser & E. Szabo (Eds.): Management in einer Welt der Globalisierung und Diversität: Europäische und nordamerikanische Sichtweisen. (Management in a Global, Yet Diverse World: Perspectives Across Europe and North America). Stuttgart, Germany: Schäffer.
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