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Computer Adaptive Testing (CAT): A Faster, Smarter, and More Secure Approach to Pre-Employment Testing
12 references·0 citing·50 second hop
Computer Adaptive Testing (CAT): A Faster, Smarter, and More Secure Approach to Pre-Employment Testing (2011)Computer Adaptive Testing (CAT): A Faster…A Causal Analysis of Cognitive Ability, Job Knowledge, Job Performance, and Supervisor Ratings (2017)A Causal Analysis of Cognitiv…Assessing the Tailored Adaptive Personality Assessment System (TAPAS) as an MOS Qualification Instrument (2012)Assessing the Tailored Adapti…Proctored Versus Unproctored Internet Tests: Are unproctored noncognitive tests as predictive of job performance? (2011)Proctored Versus Unproctored …75 Years After Likert: Thurstone Was Right! (2010)75 Years After Likert: Thurst…Internet Alternatives to Traditional Proctored Testing: Where Are We Now? (2009)Internet Alternatives to Trad…Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects (2008)Personality Testing and Indus…RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS (2007)RECONSIDERING THE USE OF PERS…Computer-adaptive testing: The impact of test characteristics on perceived performance and test takers' reactions. (2002)Computer-adaptive testing: Th…Personnel Selection: A Theoretical Approach (1998)Personnel Selection: A Theore…Predicting job performance: Not much more than g. (1994)Predicting job performance: N…THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS (1991)THE BIG FIVE PERSONALITY DIME…Validity and utility of alternative predictors of job performance. 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References

  • 1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS9,122 cited
  • 1984Validity and utility of alternative predictors of job performance.2,101 cited
  • 2007RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS673 cited
  • 1994Predicting job performance: Not much more than g.476 cited
  • 1998Personnel Selection: A Theoretical Approach231 cited
  • 2008Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects169 cited
  • 201075 Years After Likert: Thurstone Was Right!118 cited
  • 2002Computer-adaptive testing: The impact of test characteristics on perceived performance and test takers' reactions.97 cited
  • 2009Internet Alternatives to Traditional Proctored Testing: Where Are We Now?94 cited
  • 2017A Causal Analysis of Cognitive Ability, Job Knowledge, Job Performance, and Supervisor Ratings63 cited
  • 2011Proctored Versus Unproctored Internet Tests: Are unproctored noncognitive tests as predictive of job performance?46 cited
  • 2012Assessing the Tailored Adaptive Personality Assessment System (TAPAS) as an MOS Qualification Instrument13 cited

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