Emeric Kubiak

AssessFirst · Science

The combination of machine learning and organizational psychology has led to innovative methods to address the diversity-validity dilemma in personnel selection, which is the tradeoff between selecting valid predictors of job performance while minimizing adverse impact. Recent technological advancements provide new strategies to mitigate gender bia...

In the present article, we investigate personality traits that may lead a respondent to refuse to answer a forced-choice personality item. For this purpose, we use forced-choice items with an adapted response format. As in a traditional forced-choice item, the respondent is instructed to choose one out of two statements to describe their personalit...

Introduction Gender biases in hiring decisions remain an issue in the workplace. Also, current gender balancing techniques are scientifically poorly supported and lead to undesirable results, sometimes even contributing to activating stereotypes. While hiring algorithms could bring a solution, they are still often regarded as tools amplifying human...

Objective. To ensure companies do not miss out on top talent, it is crucial that their selection and assessment processes are not only valid but also engaging for applicants. When compared with self-report text-based selection tests, image-based assessments are shown to be more satisfying. However, little is known about whether such assessments app...

Objective. Algorithms are expected to shape the future of decision- making in hiring (Leutner, Akhtar Chamorro-Permuzic, 2022). Still, recruiters may prefer expert recommendations over digital hiring algorithms (Oberst, De Quintana, Del Cerro Chamarro,2020), or go with their intuition (Highhouse, 2008). The effective- ness of algorithm implementati...

Objective. Personality has become more and more of a consideration within HR decisions. However, this growing interest also coincides with an increase in the desirability of certain traits, as well. Unfortunately, personality, as it pertains to an employee’s success, should be considered in a unique context: in that sense, specific traits can be us...

Objective. Candidate search engines, like Indeed or Monster, which are based on ranking algorithms, are changing the way individuals look for a job, and how recruiters identify the best-suited candidates. Unfortunately, recent studies show these tools to be unfair and benefit men (Chen, Ma, Hannák Wilson, 2018). We believe this unfairness comes fro...

Objective. Completion speed in personality tests has long been of interest in psychometrics. Recent studies concluded that traits are not associated with individual differences in completion time. However, most studies have assumed the speed of test takers to remain constant during the test. Also, since responding to a questionnaire requires readin...

Objective. Gender biases in hiring decisions continue to be an issue in the workplace (Benson, Li & Shue, 2022). Even though hiring algorithms bring solutions (Li, Raymond & Bergman, 2020), they are still regarded as tools amplifying human prejudices. Through a series of studies, we show that building algorithms based on data in which gender are mo...

Objective. The question of the relationship between the diversity characteristics of a team and its performance is an important issue for organizations. Among the research that has addressed this issue, some have focused on the role of group faultlines, that is, hypothetical dividing lines that split a group into two or more subgroups based on the...

Objective. Personality questionnaires using forced-choice items are often preferred in high-stake contexts to counteract the social desirability bias. One of the downsides of the forced-choice approach is that a respondent can sometimes disapprove or approve with the same intensity of all the propositions composing an item, making the choice of a p...

Objective. While big five personality traits and assessments have been shown to be accurate and effective in hiring (Judge & Zapata, 2015 ; Schmitt, 2014), they are still often regarded as oldish, lengthy, and subject to poor candidate engagement. As companies are looking for more modern and user-friendly tools, gamification, notably through the us...

Objective. Large Language Models (LLMs) have gained interest regarding their ability to reason close to the human level. Research suggests that LLMs achieve state-of-the-art performance in quantitative reasoning (Lewkowycz & al. 2022) or that chain-of-thought prompting help LLMs perform better on different reasoning tasks (Wei & al., 2023). However...

Objective. Individuals thrive in occupations for which their personality matches job’s requirements (Judge & Zapata, 2014). However, people struggle making decisions about career paths. This study proposes to develop a career recommendation system based on personality and motives. Methods. Through the analysis of 280 000 workers (working on 300 di...

Objective. Working-from-home (WFH) popularity increases, also raising questions about potential impact on productivity (Barrero, Bloom & Davies, 2021). The purpose of this study is then to propose a proactive approach by identifying psychological characteristics explaining individual performance while WFH. Method. 366 participants completed a ques...

Objective. While researches on leader-follower dyads generally look at the effect of personality in sync (Doci, Hofmans & Judge, 2021) or personality congruence on follower’s outcomes, our study examines dissimilarities at facet level that impact follower’s satisfaction about the relation. Method. Data were collected from 192 followers and 43 corr...

Objective. Psychology has long recognized the role psychological factors play in predicting objective career success (Judge & Kammeyer-Mueller, 2007). However, researches (1) study psychological determinants of success - personality, motives and cognitive ability - separately, missing out on interaction effect, (2) are conducted using global framew...

Objective. Self-reported personality traits are often described as valid but relatively weak predictors of job performance (Barrick & Mount, 1991), compared with other sources of individual differences, such as cognitive ability (Schmidt & Hunter, 1998) . However, research rarely investigates how personality traits relate to an individual’s career...

Objective. Personnel selection decisions are often informed by the use of personality questionnaires. Nevertheless, they can sometimes be impractical, because they may be too time consuming or expensive. Thus, it is desirable to be able to extract relevant information from other available sources (Akhtar et al., 2018). In this study, we propose to...

Objective. The Covid-19 outbreak shed a light on remote working. However, remote policies may come with productivity pitfalls, as loneliness and isolation in these organizations are booming (Bloom, Liang, Robert & Ying, 2015), threatening individual’s well-being and company’s economic growth. The purpose of this study is then to propose a proactive...

Objective. Recent analysis show that some Big 5 personality traits can be accurately inferred from job-related social network (Van de Ten, Bogaert, Serlie, Brandt & Denissen, 2017). It is whether unclear which indicators leak informative and accurate content about personality. In this study, we propose to explore information on personality that cou...

Previous research suggests a negative relationship between test taking speed and performance in mental ability testing, inviting researchers to explore the origin of individual differences in test taking speed. We investigate how personality could explain both one's initial speed and its evolution through test completion. 555 adult participants res...