Publication Type
Journal Article
Version
acceptedVersion
Publication Date
6-2023
Abstract
Recently, shorter assessments have emerged as potential alternatives for more resourceful traditional selection approaches. Multiple, speeded assessments (MSAs) represent such an alternative. In MSAs, candidates participate in a large number of short (a maximum of 5 min), behavioral simulations in which they face a variety of job situations. Initial psychometric evidence on the validity of MSAs is promising. Yet, validity represents only one piece of evidence. It is not known whether MSAs disadvantage specific subgroups, which may inhibit diversity. There is also no information on candidates' experience of going through an MSA, which is pivotal for the attractiveness of the organization's selection process. Therefore, this study investigates an MSA in terms of subgroup differences (gender and nationality) and applicant perceptions. Master of Business Administration (MBA) students (N = 96) proceeded through 18 short role-plays sampling junior management situations. Score differences between men and women were negligible. Yet, there were large score differences between national citizens and foreigners. There was no evidence for predictive bias for nationality, though. Of the applicant reaction measures, interpersonal treatment perceptions contributed most to overall fairness perceptions. These findings add to the evidence in support of MSAs, while also stressing to remain vigilant for potential score differences among subgroups.
Keywords
applicant perceptions, behavioral job simulations, multiple, speeded assessments, personnel selection, predictive bias, subgroup differences
Discipline
Industrial and Organizational Psychology | Organizational Behavior and Theory
Research Areas
Organisational Behaviour and Human Resources
Publication
International Journal of Selection and Assessment
Volume
67
Issue
4
First Page
240
Last Page
251
ISSN
0965-075X
Identifier
10.1111/ijsa.12419
Publisher
Wiley
Citation
LIEVENS, Filip; CORSTJENS, Jan; and HERDE, Christoph N..
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions. (2023). International Journal of Selection and Assessment. 67, (4), 240-251.
Available at: https://ink.library.smu.edu.sg/lkcsb_research/7179
Copyright Owner and License
Publisher
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Additional URL
https://doi.org/10.5465/amj.2022.0239
Included in
Industrial and Organizational Psychology Commons, Organizational Behavior and Theory Commons