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4 - Self-Report Tests

Published online by Cambridge University Press:  11 June 2021

Adrian Furnham
Adrian Furnham
Affiliation:
University of London
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Summary

This long chapter covers three very well-known ways of selection. The first is the interview, which is used almost universally as well as expected by candidates. The chapter looks at different types of interviews, especially the difference between structured and unstructured interviews. It also considers problems of impression management as well as the role of the personality of interviewers. Developments in automated/digital interviews is reviewed. The second section considers the very big topic of personality tests and focuses on bright- and dark-side tests as well as attempts to measure ‘high-flyers’. It also looks at the measurement of integrity, motivation and strengths. Whilst there have been many developments in how tests are delivered (i.e. through mobile phones), there has been much less progress in theory development. One aim is to help the reader make better decisions on the choice of the thousands of tests available. Thirdly, the literature on projective techniques is reviewed, including the famous Thematic Apperception test, and sentence completion. Whilst the appeal of these tests is great, the evidence for their validity is weak.

Keywords

Automated-digital interviewsBright-side traitsCognitive interviewingDark-side traitsDark TriadDissimulationHigh-FlyersImpression managementIntegrity testsLyingMotivationPersonality DisordersStrengthsStructured interviewsUnstructured interviews.
Type
Chapter
Information
Twenty Ways to Assess Personnel
Different Techniques and their Respective Advantages
 , pp. 115 - 206
Publisher: Cambridge University Press
Print publication year: 2021

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References

References

Basch, J., & Melchers, K. (2019). Fair and flexible?! Explanations can improve applicant reactions toward asynchronous video interviews. Personnel Assessment and Decisions, 3, 1–11.Google Scholar
Horn, R., & Behrend, T. (2017). Video killed the interview star. Personnel Assessment and Decisions, 1, 51–59.Google Scholar
Melchers, K., Ingold, P., Wilhelmy, A., Kleinmann, M. (2015). Beyond validity: Shedding light on the social situation in employment interviews. In Nikolaou, & Osstrom, J (Eds.), Employee Recruitment, Selection and Assessment (pp. 154–171). London: Psychology Press.Google Scholar
Roulin, N., Bourdage, J., & Wingate, T. (2019). Who is conducting “better” employment interviews. Personnel Assessment and Decisions, 1, 37–48.Google Scholar

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  • Self-Report Tests
  • Adrian Furnham, University of London
  • Book: Twenty Ways to Assess Personnel
  • Online publication: 11 June 2021
  • Chapter DOI: https://doi.org/10.1017/9781108953276.005
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  • Self-Report Tests
  • Adrian Furnham, University of London
  • Book: Twenty Ways to Assess Personnel
  • Online publication: 11 June 2021
  • Chapter DOI: https://doi.org/10.1017/9781108953276.005
Available formats
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  • Self-Report Tests
  • Adrian Furnham, University of London
  • Book: Twenty Ways to Assess Personnel
  • Online publication: 11 June 2021
  • Chapter DOI: https://doi.org/10.1017/9781108953276.005
Available formats
×