Although computerization and standardization might make assessment center (AC) exercises easier to administer and score, drawbacks are that most of such exercises have a static and multiple-choice format. This study reports on the development and initial validation of a computerized and standardized AC exercise that simulates key managerial tasks. This AC exercise capitalizes not only on the benefits of computerization and standardization (efficiency and cost savings) but at the same time aims to avoid their usual drawbacks (lower response fidelity and interactivity). The composite exercise score was significantly related to several criteria of interest and had incremental validity beyond cognitive ability. The exercise was also significantly related to candidates' people management competencies.
Assessment center, technology, selection
Organizational Behavior and Theory | Social and Behavioral Sciences
Organisational Behaviour and Human Resources
Journal of Personnel Psychology
LIEVENS, Filip; VAN KEER, E; and VOLCKAERT, E.
Gathering behavioral samples through a computerized and standardized assessment center exercise yes, it is possible. (2010). Journal of Personnel Psychology. 9, (2), 94-98. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5581
Creative Commons License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.