Peter A. Fisher

Toronto Metropolitan University

Introduction: The purpose of this study was to compare the structural validity of Holland’s circular/hexagonal model in two versions of a commonly used Realistic, Investigative, Artistic, Social, Enterprising, Conventional (RIASEC) occupational interest measure – one that used items with a neutral response option (unsure) and one that used items wi...

The focus of this Perspective article is on the comparison of two of the most popular initial applicant screening methods: Resumes and application forms. The viewpoint offered is that application forms are superior to resumes during the initial applicant screening stage of selection. This viewpoint is supported in part based on criterion-related va...

Recent research has highlighted the fact that narrative letters of recommendation in employment references could contribute to gender bias in personnel selection. Structured, quantitative employment references, however, may limit the opportunity for such biases to emerge. In a sample of nearly one million applicants and ratings by over four million...

After nearly two decades of awareness on the research-practice gap in human resource management, this study updates and expands on the seminal findings of Rynes et al. (2002) specific to personnel selection. In a sample of 453 HR practitioners in the United States and Canada, we found the research-practice gap persists. Notably, compared to the 200...

Hiring the right people at the right time is essential for the successful growth of any organization. Although organizational researchers have identified the most reliable and valid methods for selecting employees, many companies are not following these recommendations and are missing out on top talent as a result. In the present research we focus...

Researchers have been interested in cross-cultural gender differences in personality for decades. Early research on the five factor (FFM) model of personality focused on estimating the difference between men and women on personality dimensions, however results have varied. Using a large cross-country sample of personality data and advanced analytic...

The purpose of this paper is to provide new data regarding the current staffing practices being used by organizations in Canada and the United States (US) as well as a comparison with existing data from Germany (Diekmann & König, 2015). Data regarding the beliefs of human resource (HR) practitioners in terms of using personality tests in personnel...

This study examined criterion-related validity for job-related composites of forced-choice personality scores against job performance using both Thurstonian item response theory (TIRT) and classical test theory (CTT) scoring methods. Correlations were computed across 11 different samples that differed in job or role within a job. A meta-analysis of...

Tilting at windmills and improving personality assessment practices - Volume 12 Issue 2 - Neil D. Christiansen, Peter A. Fisher, Chet Robie, Stuart Quirk

Structured reference checks have been demonstrated to be a reliable and valid predictor of job performance. However, the reference check is a unique assessment method for personnel selection in that a third party, the reference provider, is the source of the critical information on the candidate. If a reference provider is unwilling to either parti...

Recent research into the underlying structure of personality has created considerable debate among academics. Further, a new, person-centered approach to studying personality has recently gathered support, but results have been underwhelming and inconsistent. The present study steps into the debate from a new angle with a constructive replication a...

Organizations used to rely on traditional methods such as newspaper advertisements and job boards when recruiting for vacant positions. However today, it has become more common for organizations to incorporate technology into their recruitment approaches. Over 90% of organizations now use their websites to attract candidates (Maurer & Cook, 2011),...

Evidence suggests that individuals can and do present themselves positively on personality assessments when motivated to do so. This faking can reduce the validity of personality assessments and is of special concern in high stakes situations where critical decisions are being made at least partially on personality scores (e.g., personnel selection...

Globalization has led to increased migration and labor mobility over the past several decades and immigrants generally seek jobs in their new countries. Tests of general mental ability (GMA) are common in personnel selection systems throughout the world. Unfortunately, GMA test scores often display differences between majority groups and ethnic sub...

Given a growing digital economy with complex problems, demands are being made for education to addresscomputational thinking (CT) – an approach to problem solving that draws on the tenets of computer science. Weconducted a comprehensive content analysis of the Ontario elementary school curriculum documents for 44 CT-relatedterms to examine the exte...