CoChat
Sign Up
Cited by 35Psychological Testing and AssessmentEmployer Branding and e-HRMPsychometric Methodologies and Testing

Candidate persistence and personality test practice effects: Implications for staffing system management

HAUSKNECHT, JOHN P.·2010·Personnel Psychology
DOI 10.1111/j.1744-6570.2010.01171.x
Open this paper in CoChat — free account

Abstract

Candidates persist in selection settings for numerous reasons, prompting several concerns regarding staffing‐system management. Predictors of the propensity to retest and personality test practice effects were investigated among a sample of 15,338 candidates who applied for supervisory positions (and 357 who repeated the selection process) over a 4‐year period with a large organization in the service industry. Results reveal greater likelihood of retesting among internal candidates and overall evidence of small‐to‐moderate personality test practice effects. Compared to passing candidates who retested for various reasons, failing candidates pursued alternative response strategies upon retesting and generated dimension‐level practice effects that reached .40 to .60, whereas passing candidates generally replicated their initial profiles. For several subscales, low initial scores were associated with practice effects that exceeded a full standard deviation. Implications for research, practice, and policy are discussed.

Integrity signals

Registry

Crossref · 10.1111/j.1744-6570.2010.01171.x

Cites

50 of 50 references verified0 citation errors · 0 not checkable

Statistics

Recomputing p-values needs the paper’s full text.

Claims the paper makes

This paper’s full text isn’t openly available, so its claims and self-check weren’t run. The registry and citation checks still apply.

Cites

Flagged first, then by citations

Cited by

Sorted by citations

Related

Authors
HAUSKNECHT, J. P.
Affiliations
Cornell University (US)
Corresponding author
HAUSKNECHT, JOHN P.
Venue
Personnel Psychology
Publisher
Wiley
Published
2010-05-12
Volume
63
Issue
2
Pages
299-324
ISSN
  • 0031-5826 (ISSN-L)
  • 1744-6570
DOI
10.1111/j.1744-6570.2010.01171.x
OpenAlex
W2016150917
Cited by
35
References
50
Citations by year
2026: 2 · 2025: 2 · 2023: 2 · 2022: 2 · 2021: 2 · 2020: 1 · 2019: 2 · 2018: 4 · 2017: 3 · 2016: 3 · 2015: 3 · 2013: 4 · 2012: 1
FWCI
4.34
Type
journal article
Language
en
Open access
closed
Licence
onlinelibrary.wiley.com/termsAndConditions#vor (vor)
Locations
  • Personnel Psychology (publishedVersion)
  • eCommons (Cornell University) (submittedVersion)
Topics
  • Social Sciences › Psychology › Applied Psychology › Psychological Testing and Assessment
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
  • Social Sciences › Decision Sciences › Management Science and Operations Research › Psychometric Methodologies and Testing
Keywords
retesting, supervisory roles, response strategies, personnel selection, service sector

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review