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• 2007Situational judgment tests in high-stakes settings: Issues and strategies with generating alternate forms.70 cited
• 2005Forming Composites of Cognitive Ability and Alternative Measures to Predict Job Performance and Reduce Adverse Impact: Corrected Estimates and Realistic Expectations63 cited
• 2009The Mediating Role of Feedback Acceptance in the Relationship between Feedback and Attitudinal and Performance Outcomes61 cited
• 2006Modeling the behavior of the 4/5ths rule for determining adverse impact: Reasons for caution.58 cited
• 2008Not much more than platitudes? A critical look at the utility of applicant reactions research56 cited
• 1998Some virtues of dissatisfaction in the science and practice of personnel selection46 cited
• 2002Investigating differential prediction by gender in employment-oriented personality measures.46 cited
• 2004Directrices para la construcción de ítems de elección múltiple45 cited
• 1997Relationship between culture and responses to biodata employment items.32 cited
• 2004Australian Management Selection Practices: Closing the Gap between Research Findings and Practice25 cited
• 1999Introduction to Special Issue: The Next One Hundred Years of Biodata21 cited
• 2014Interventions for Addressing Faking on Personality Assessments for Employee Selection: A Meta-Analysis7 cited