Skip to main content Accessibility help

We use cookies to distinguish you from other users and to provide you with a better experience on our websites. Close this message to accept cookies or find out how to manage your cookie settings.

Close cookie message
×
Home
Hostname: page-component-55597f9d44-vkn6t Total loading time: 2.911 Render date: 2022-08-13T19:36:02.023Z Has data issue: true Feature Flags: { "shouldUseShareProductTool": true, "shouldUseHypothesis": true, "isUnsiloEnabled": true, "useRatesEcommerce": false, "useNewApi": true } hasContentIssue true
The Cambridge Handbook of Technology and Employee Behavior The Cambridge Handbook of Technology and Employee Behavior
Buy print or eBook[Opens in a new window]

Book contents

Part II - Technology in Staffing

Published online by Cambridge University Press:  18 February 2019

Edited by
Richard N. Landers
Richard N. Landers
Affiliation:
University of Minnesota
Get access

Summary

A summary is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Chapter
Information
The Cambridge Handbook of Technology and Employee Behavior , pp. 57 - 268
Publisher: Cambridge University Press
Print publication year: 2019

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

Purchase

Buy Book

Buy print or eBook[Opens in a new window]

References

Aberdeen Group (2014, November). Can you see me now? What video talent acquisition can do for you [White paper]. Retrieved from https://engage.montagetalent.com/aberdeen-research-white-paper.
Acemoglu, D. & Autor, D. H. (2011). Skills, tasks, and technologies: Implications for employment and earnings. In Ashenfelter, O. & Card, D. E. (Eds.), Handbook of labor economics (vol. 4, pp. 1043–1171). Amsterdam: Elsevier.Google Scholar
Acikgoz, Y. & Bergman, S. M. (2016). Social media and employee recruitment: Chasing the run away bandwagon. In Landers, R. N. & Schmidt, G. B. (Eds.), Social media in selection and recruitment (pp. 175–195). Switzerland: Springer International Publishing.Google Scholar
Aguinis, H. & Lawal, S. O. (2013). eLancing: A review and research agenda for bridging the science-practice gap. Human Resource Management Review, 23, 6–17.CrossRefGoogle Scholar
Alsever, J. (May 19, 2017). How AI is changing your job hunt. Retrieved from http://fortune.com/2017/05/19/ai-changing-jobs-hiring-recruiting/
Apers, C. & Derous, E. (2017). Are they accurate? Recruiters’ personality judgments in paper versus video resumes. Computers in Human Behavior, 73, 9–19.CrossRefGoogle Scholar
Apostolides, Z. (December 14, 2016). Soon robots could be taking your job interview: Can artificial intelligence solve the problem of unconscious bias in job interviews? Retrieved from www.theguardian.com/careers/2016/dec/14/soon-robots-could-be-taking-your-job-interview.
Ashuri, T. & Bar-Ilan, Y. (2017). Collective action recruitment in a digital age: Applying signaling theory to filtering behaviors. Communication Theory, 27, 70–91.CrossRefGoogle Scholar
Aslund, O. & Skans, O. N. (2012). Do anonymous job application procedures level the playing field? Industrial and Labor Relations Review, 65(1), 82–107.CrossRefGoogle Scholar
Badger, J. M., Kaminsky, S. E., & Behrend, T. S. (2014). Media richness and information acquisition in internet recruitment. Journal of Managerial Psychology, 29(7), 866–883.CrossRefGoogle Scholar
Baldas, T. (June 4, 2007). Employers told to stay away from video resumes: The latest job-searching trend sparks concern over discrimination suits. Retrieved from www.law.com/nationallawjournal/almID/900005482683/employers-told-to-stay-away-from-video-resumes/.
Barabas, C. & Schmidt, P. (August, 2016). Transforming chaos into clarity: The promises and challenges of digital credentialing [White paper]. Retrieved from http://rooseveltinstitute.org/wp-content/uploads/2016/08/The-Promises-and-Challenges-of-Digital-Credentialing.pdf
Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Thousand Oaks, CA: Sage Publications.Google Scholar
Battelle, J. & O’Reilly, T. (October 5, 2004). Opening welcome: The state of the internet industry. Session presented at the Web 2.0 Conference, San Francisco, CA.
Bauer, T. N., Truxillo, D. M., Mack, K., & Costa, A. B. (2011). Applicant reactions to technology-based selection: What we know so far. In Tippins, N. T. & Adler, S. (Eds.), Technology-enhanced assessment of talent (pp. 190–223). San Francisco, CA: Jossey-Bass.CrossRefGoogle Scholar
Beagrie, S. (January 28, 2015). Video interviewing: The future of recruitment? Retrieved from www.hrmagazine.co.uk/article-details/video-interviewing-the-future-of-recruitment.
Becker, W. J., Connolly, T., & Slaughter, J. E. (2010). The effect of job offer timing on offer acceptance, performance, and turnover. Personnel Psychology, 63, 223–241.CrossRefGoogle Scholar
Becton, J. B., Walker, H. J., Schwager, P., & Gilstrap, J. B. (April 20, 2017). Is what you see what you get? Investigating the relationship between social media content and counterproductive work behaviors, alcohol consumption, and episodic heavy drinking. The International Journal of Human Resource Management, 1–22.
Berger, J. L. & Zickar, M. J. (2016). Theoretical propositions about cybervetting: A common antecedents model. In Landers, R. N. & Schmidt, G. B. (Eds.), Social media in employee selection and recruitment: Theory, practice, and current challenges (pp. 43–57). Switzerland: Springer International Publishing.Google Scholar
Berkelaar, B. L. & Buzzanell, P. M. (2014). Cybervetting, person-environment fit, and personnel selection: Employers’ surveillance and sensemaking of job applicants’ online information. Journal of Applied Communication Research, 42(4), 456–476.CrossRefGoogle Scholar
Bersin, J. (October, 2016). HR technology disruptions for 2017: Nine trends reinventing the HR software market. Retrieved from www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-hc-disruptions.pdf.
Blacksmith, N. & Poeppelman, T. (October, 2014). Video-based technology: The next generation of recruitment and hiring. The Industrial-Organizational Psychologist, 52(2), 84–88.Google Scholar
Blacksmith, N., Willford, J. C., & Behrend, T. S. (2016). Technology in the employment interview: A meta-analysis and future research agenda. Personnel Assessment and Decisions, 2(1), 12–20.CrossRefGoogle Scholar
Blau, P. M. (1964). Exchange and power in social life. New York, NY: Wiley.Google Scholar
Boatman, J. & Erker, S. (2012). DDI global selection forecast 2012. Retrieved from www.ddiworld.com/ddi/media/trend-research/globalselectionforecast2012_tr_ddi.pdf
Bock, L. (2015). Work rules!: Insights from inside Google that will transform how you live and lead. New York, NY: Twelve.Google Scholar
Bohnert, D. & Ross, W. H. (2010). The influence of social networking web sites on the evaluation of job candidates. Cyberpsychology, Behavior, and Social Networking, 13(3), 341–347.CrossRefGoogle ScholarPubMed
Boswell, W. R., Roehling, M. V., LePine, M. A., & Moynihan, L. M. (2003). Individual job-choice decisions and the impact of job attributes and recruitment practices: A longitudinal field study. Human Resource Management, 42(1), 23–37.CrossRefGoogle Scholar
Brawley, A. M. & Pury, C. L. S. (2016). Work experiences on MTurk: Job satisfaction, turnover, and information sharing. Computers in Human Behavior, 54, 531–546.CrossRefGoogle Scholar
Bryant, L. H. & Chittum, J. R. (2013). ePortfolio effectiveness: A(n ill-fated) search for empirical support. International Journal of ePortfolio, 3(2), 189–198.Google Scholar
Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18, 103–118.CrossRefGoogle Scholar
Breaugh, J. A. (2013). Employee recruitment. Annual Review of Psychology, 64, 389–416.CrossRefGoogle ScholarPubMed
Brin, D. (December 16, 2016). Recruiting bots are here to stay: More companies use ‘bots’ to aid the hiring process. Retrieved from www.shrm.org/resourcesandtools/hr-topics/technology/pages/recruiting-bots-are-here-to-stay.aspx.
Brown, V. R. & Vaughn, E. D. (2011). The writing on the (Facebook) wall: The use of social networking sites in hiring decisions. Journal of Business Psychology, 26, 219–225.CrossRefGoogle Scholar
Buranyi, S. (August 8, 2017). Rise of the racist robots–how AI is learning all our worst impulses. Retrieved from www.theguardian.com/inequality/2017/aug/08/rise-of-the-racist-robots-how-ai-is-learning-all-our-worst-impulses.
BusinessWire (March 27, 2007). 89% of employers open to viewing video resumes, says Vault: Vault releases first-ever video resume survey. Retrieved from www.businesswire.com/news/home/20070327005962/en/89-Employers-Open-Viewing-Video-Resumes-Vault.
Cable, D. M. & Yu, K. Y. (2014). Rethinking recruitment: A look into the future. In Cable, D. M. & Yu, K. Y. (Eds.), The Oxford handbook of recruitment (pp. 527–531). New York, NY: Oxford University Press.Google Scholar
Caliskan, A., Bryson, J. J., & Narayanan, A. (2017). Semantics derived automatically from language corpora contain human-like biases. Science, 356(6334), 183–186.CrossRefGoogle ScholarPubMed
Campion, M. C., Campion, M. A., Campion, E. D., & Reider, M. H. (2016). Initial investigation into computer scoring of candidate essays for personnel selection. Journal of Applied Psychology, 101(7), 958–975.CrossRefGoogle ScholarPubMed
Cappelli, P. (2001). Making the most of on-line recruiting. Harvard Business Review, 79(3), 139–146.Google ScholarPubMed
CareerBuilder (April 28, 2016). Number of employers using social media to screen candidates has increased 500 percent over the last decade [Press release]. Retrieved from www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?ed=12%2F31%2F2016&id=pr945⋅4%2F28%2F2016.
Case, S. (2016). The third wave: An entrepreneur’s vision of the future. New York, NY: Simon & Schuster.Google Scholar
Catalano, F. & Doucet, K. J. (August 2013). Digital badges emerge as part of credentialing’s future [White paper]. Retrieved from http://finepointwriting.com/wp-content/uploads/2013/07/White-Paper-Freelance-Writer-Sample.pdf.
Chang, A. (May 1, 2013). LinkedIn now lets you add a visual portfolio to your profile. Wired. Retrieved from www.wired.com/2013/05/linkedin-professional-portfolio/.
Chang, W. & Madera, J. M. (2012). Using social network sites for selection purposes: An investigation of hospitality recruiters. Journal of Human Resources in Hospitality & Tourism, 11, 183–196.CrossRefGoogle Scholar
Chapman, D. S. (1999). Expanding the search for talent: Adopting technology-based strategies for campus recruiting and selection. Journal of Cooperative Education, 34(2), 35–41.Google Scholar
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928–944.CrossRefGoogle ScholarPubMed
Chapman, D. S. & Webster, J. (2003). The use of technologies in the recruiting, screening, and selection processes for job candidates. International Journal of Selection and Assessment, 11(2), 113–120.Google Scholar
Chapman, D. S. & Webster, J. (2006). Toward an integrated model of applicant reactions and job choice. International Journal of Human Resource Management, 17(6), 1032–1057.CrossRefGoogle Scholar
Chaykowski, K. (March 14, 2017). This new app lets job seekers secretly chat with employees. Forbes. Retrieved from www.forbes.com/sites/kathleenchaykowski/2017/03/14/this-new-app-lets-job-seekers-secretly-chat-with-employees/#3aed2b0f709d.
Cheesman, J. (May 5, 2017). Survey says job seekers are mostly ok engaging with chatbots. Retrieved from www.eremedia.com/ere/survey-job-seeker-chatbots/.
Chiang, J. K. & Suan, H. (2015). Self-presentation and hiring recommendations in online communities: Lessons from LinkedIn. Computers in Human Behavior, 48, 516–524.CrossRefGoogle Scholar
Coker, D. (August 31, 2016). Say yes to ePortfolio and bid adieu to traditional CVs. Retrieved from www.thehrdigest.com/say-yes-eportfolio-bid-adieu-traditional-cvs/.
Cooke, S. & Moulton, D. (January 1, 2015). The next generation of video technology in talent acquisition. Retrieved from www.bersin.com/Practice/Detail.aspx?id=18217.
Crenshaw, J. L. (2006). The use of video and audio technology in structured interviews: Effects of psychometric properties, group differences, and candidate perceptions [Doctoral dissertation]. Retrieved from www.worldcat.org/title/use-of-video-and-audio-technology-in-structured-interviews-effects-on-psychometric-properties-group-differences-and-candidate-perceptions/oclc/615598214?referer=di&ht=edition.
Dahling, J. J., Winik, L., Schoepfer, R., & Chau, S. (2013). Evaluating contingent workers as a recruitment source for full-time positions. International Journal of Selection and Assessment, 21(2), 222–225.CrossRefGoogle Scholar
Davison, H. K., Maraist, C. C., Hamilton, R. H., & Bing, M. N. (2012). To screen or not to screen? Using the internet for selection decisions. Employee Rights and Responsibilities Journal, 24, 1–21.CrossRefGoogle Scholar
Davison, H. K., Bing, M. N., Kluemper, D. H., & Roth, P. L. (2016). Social media as a personnel selection and hiring resource: Reservations and recommendations. In Landers, R. N. & Schmidt, G. B. (Eds.), Social media in employee selection and recruitment: Theory, practice, and current challenges (pp. 15–42). Switzerland: Springer International Publishing.Google Scholar
Deci, E. L. & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.CrossRefGoogle Scholar
Derous, E., Taveirne, A., & Hiemstra, A. (April 2012). Resume, resume on the video wall: Who’s most hireable of all? Poster presented at the 27th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA.CrossRef
DiMaggio, P. J. & Powell, W. W. (1983). The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields. American Sociological Review, 48, 147–160.CrossRefGoogle Scholar
Dineen, B. R. & Allen, D. G. (2014). Internet recruiting 2.0: Shifting paradigms. In Cable, D. M. & Yu, K. Y. (Eds.), The Oxford handbook of recruitment (pp. 382–401). New York, NY: Oxford University Press.Google Scholar
Dineen, B. R. & Noe, R. A. (2009). Effects of customization on application decisions and applicant pool characteristics in a web-based recruitment context. Journal of Applied Psychology, 94(1), 224–234.CrossRefGoogle Scholar
Dineen, B. R., Noe, R. A., & Wang, C. (2004). Perceived fairness of web-based applicant screening procedures: Weighing the rules of justice and the role of individual differences. Human Resource Management, 43, 127–145.CrossRefGoogle Scholar
Dineen, B. R. & Soltis, S. M. (2011). Recruitment: A review of research and emerging directions. In Zedeck, S. (Ed.), APA handbook of industrial and organizational psychology, Volume 2: Selecting and developing members for the organization (pp. 43–66). Washington, DC: American Psychological Association.Google Scholar
Doherty, R. (2010). Getting social with recruitment. Strategic HR Review, 9(6), 11–15.CrossRefGoogle Scholar
Earnest, D. R., Allen, D. G., & Landis, R. S. (2011). Mechanisms linking realistic job previews with turnover: A meta-analytic path analysis. Personnel Psychology, 64, 865–897.CrossRefGoogle Scholar
The Economist (October 29, 2015). No names, no bias? Anonymizing job applications to eliminate discrimination is not easy. Retrieved from www.economist.com/news/business/21677214-anonymising-job-applications-eliminate-discrimination-not-easy-no-names-no-bias.
Efron, L. (2016, July 12). How A.I. is about to disrupt corporate recruiting. Forbes. Retrieved from www.forbes.com/sites/louisefron/2016/07/12/how-a-i-is-about-to-disrupt-corporate-recruiting/#529cf8843ba2.
ePortfoliohub (2016). Using ePortfolios for recruitment: Employer’s perspectives. Retrieved from http://eportfoliohub.ie/wp-content/uploads/2016/09/Survey-Employer-Report.pdf.
Equal Employment Opportunity Commission (March 12, 2014). Social media is part of today’s workplace but its use may raise employment discrimination concerns [Press release]. Retrieved from www.eeoc.gov/eeoc/newsroom/release/3–12-14.cfm.
Erickson, C. C. (2015). Digital credentialing: A qualitative exploratory investigation of hiring director’s perceptions [Doctoral dissertation]. Retrieved from http://search.proquest.com/openview/d4dadbab5419874078e87b18e573a9b3/1?pqorigsite=gscholar&cbl=18750&diss=y.
Eveleth, D. M., Baker-Eveleth, L. J., & Stone, R. W. (2015). Potential applicants’ expectation-confirmation and intentions. Computers in Human Behavior, 44, 183–190.CrossRefGoogle Scholar
Faliagka, E., Iliadis, L., Karydis, I., Rigou, M., Sioutas, S., Tsakalidis, A., & Tzimas, G. (2014). On-line consistent ranking on e-recruitment: Seeking the truth behind a well-formed CV. Artificial Intelligence Review, 42, 515–528.CrossRefGoogle Scholar
Fan, L. & Suh, Y. (2014). Why do users switch to a disruptive technology? An empirical study based on expectation-disconfirmation theory. Information Management, 51(2), 240–248.CrossRefGoogle Scholar
Felfe, J., Schmook, R., Schyns, B., & Six, B. (2008). Does the form of employment make a difference? Commitment of traditional, temporary, and self-employed workers. Journal of Vocational Behavior, 72(1), 81–94.CrossRefGoogle Scholar
Fisher, C. (May 1, 2017). Ready for the robots: Survey says job candidates are mostly okay with AI Apps in the application process. Retrieved from www.allegisglobalsolutions.com/blog/2017/may/ready-for-robots.
Flanigan, E. J. (2012). ePortfolios and technology: Customized for careers. International Journal of Information and Communication Technology Education, 8(4), 29–37.CrossRefGoogle Scholar
Forman, C., King, J. L., & Lyytinen, K. (2014). Information, technology, and the changing nature of work. Information Systems Research, 25(4), 789–795.CrossRefGoogle Scholar
Fullwood, C., Quinn, S., Chen-Wilson, J., Chadwick, D., & Reynolds, K. (2015). Put on a smiley face: Textspeak and personality perceptions. Cyberpsychology, Behavior, and Social Networking, 18(3), 147–151.CrossRefGoogle ScholarPubMed
Gale, S. F. (January 17, 2017a). Gaming the system to boost recruiting: Companies like Unilever are employing gamification to eliminate bias in recruiting, but does it really work? Retrieved from www.workforce.com/2017/01/17/gaming-system-boost-recruiting/.
Gale, S. F. (June 1, 2017b). OMG! Ur hired! Could texting make your recr uiting process more user-friendly? Retrieved from www.workforce.com/2017/06/01/omg-ur-hired/.
Gandini, A. (2016). The reputation economy: Understanding knowledge work in digital society. London, England: Macmillan.CrossRefGoogle Scholar
Gatewood, R., Feild, H. S., & Barrick, M. (2016). Human resource selection (7th edn.). Mason, OH: South-Western.Google Scholar
Girard, A. & Fallery, B. (2011). e-Recruitment: From transaction-based practices to relationship-based approaches. In Bondarouk, T., Ruel, H., & Looise, J. C. (Eds.), Electronic HRM in theory and practice (advanced series in management, vol. 8) (pp. 143–158). Bingley, England: Emerald Group.CrossRefGoogle Scholar
GlobalHRResearch (August 9, 2016). Candidate screening: Are video resumes a good idea? Retrieved from www.ghrr.com/blog/2016/08/09/candidate-screening-are-video-resumes-a-good-idea/.
Gorman, C. A. (August 2014). Exploring the validity of asynchronous web-based video interviews. Paper presented at the 122nd annual conference of the American Psychological Association, Washington, DC.CrossRef
Goyal, M. (October 8, 2017). How artificial intelligence is reshaping recruitment and what it means for the future of jobs. Retrieved from https://economictimes.indiatimes.com/jobs/how-artificial-intelligence-is-reshaping-recruitment-and-what-it-means-for-the-future-of-jobs/articleshow/60985946.cms.
Gregory, C. K., Meade, A. W., & Thompson, L. F. (2013). Understanding internet recruitment via signaling theory and the elaboration likelihood model. Computers in Human Behavior, 29, 1949–1959.CrossRefGoogle Scholar
Grossman, K. W. (February 20, 2015). Three reasons why video-enabled recruiting gives you an unfair advantage. Retrieved from www.aberdeenessentials.com/hcm-essentials/three-reasons-video-enabled-recruiting-gives-unfair-advantage/.
Grothaus, M. (March 14, 2016). How “blind recruitment” works and why you should consider it. Retrieved from www.fastcompany.com/3057631/how-blind-recruitment-works-and-why-you-should-consider.
Guchait, P., Ruetzler, T., Taylor, J., & Toldi, N. (2014). Video interviewing: A potential selection tool for hospitality managers: A study to understand applicant perspective. International Journal of Hospitality Management, 36, 90–100.CrossRefGoogle Scholar
Hansen, S. D. & Griep, Y. (2017). Psychological contracts. In Meyer, J. (Ed.), Handbook of employee commitment (pp. 119–134). Northampton, MA: Edward Elgar Publishing.Google Scholar
Harmsel, J. A. (2011). Consequences of using pre-recorded video interviews as a (pre-) selection tool [Master’s thesis]. Retrieved from http://essay.utwente.nl/62860/.
Harold, C. M., Holtz, B. C., Griepentrog, B. K., Brewer, L. M., & Marsh, S. M. (2016). Investigating the effects of applicant justice perceptions on job offer acceptance. Personnel Psychology, 69, 199–227.CrossRefGoogle Scholar
Hartwick, J. M. & Mason, R. W. (2014). Using introductory videos to enhance ePortfolios and to make them useful in the hiring process. International Journal of ePortfolio, 4(2), 169–184.Google Scholar
Heathfield, S. M. (September 3, 2016). Do employers want video resumes? Retrieved from www.thebalance.com/video-resumes-1918979.
Hess, C. (December 9, 2015). Is text messaging a viable way to recruit? Retrieved from www.recruiter.com/i/is-text-messaging-a-viable-way-to-recruit/.
Hiemstra, A. M. F. (2013). Fairness in paper and video resume screening [Doctoral dissertation]. Retrieved from https://repub.eur.nl/pub/50432/Hiemstra_PhDThesis_2013.pdf.
Hiemstra, A. M. F. & Derous, E. (2015). Video resumes portrayed: Findings and challenges. In Nikolaou, I. & Oostrom, J. K. (Eds.), Employee recruitment, selection, and assessment: Contemporary issues for theory and practice (pp.45–60). London, England: Psychology Press.Google Scholar
Hiemstra, A. M. F., Derous, E., Serlie, A. W., & Born, M. P. (2012). Fairness perceptions of video resumes among ethnically diverse applicants. International Journal of Selection and Assessment, 20(4), 423–433.CrossRefGoogle Scholar
Hill, R. E. (1970). New look at employee referrals as a recruitment channel. Personnel Journal, 49, 144–148.Google Scholar
Holm, A. B. (2014). E-recruitment: Towards an ubiquitous recruitment process and candidate relationship management. German Journal of Research in Human Resource Management, 26(3), 241–259.CrossRefGoogle Scholar
Hughes, F. & Coates, C. (2014). Credentialing across the globe: Approaches and applications. In Goudreau, K. A. & Smolenski, M. C. (Eds.), Health policy and advanced practice nursing: Impact and implications (pp. 349–358). New York, NY: Springer.Google Scholar
Hurtz, G. M. & Wright, C. W. (2012). Designing work descriptions to maximize the utility of employee recruitment efforts. In Wilson, M. A., Bennett, W., Gibson, S. G., & Alliger, G. M. (Eds.), The handbook of work analysis: The methods, systems, applications and science of work measurement in organizations (pp. 347–364). New York, NY: Routledge.Google Scholar
Irani, L. (2015). The cultural work of microwork. New Media & Society, 17(5), 720–739.CrossRefGoogle Scholar
Kaplan, A. M. & Haenlein, M. (2010). Users of the world, unite! The challenges and opportunities of social media. Business Horizons, 53, 59–68.CrossRefGoogle Scholar
Karl, K. A. & Pelochute, J. V. (2013). Possibilities and pitfalls of using online social networking in human resource management. In Karl, K. & Paludi, M. (Eds.), Psychology for business success (pp. 119–139). Santa Barbara, CA: Praeger.Google Scholar
Kluemper, D. H. & Rosen, P. A. (2009). Future employment selection methods: Evaluating social networking web sites. Journal of Managerial Psychology, 24(6), 567–580.CrossRefGoogle Scholar
Kluemper, D. H. Rosen, P. A., & Mossholder, K. W. (2012). Social networking websites, personality ratings, and the organizational context: More than meets the eye? Journal of Applied Social Psychology, 42(5), 1143–1172.CrossRefGoogle Scholar
Korn, M. (February 5, 2014). Giant resumes fail to impress employers. Retrieved from www.wsj.com/articles/giant-r233sum233s-fail-to-impress-employers-1391647892.
Ferry, Korn (2017). The talent forecast: Part 2: Improving talent acquisition through alignment, strategy, technology, and partnerships. Retrieved from http://focus.kornferry.com/wp-content/uploads/2015/02/Korn-Ferry-Futurestep_The-Talent-Forecast-Part-Two.pdf.
Kottasova, I. (October 26, 2015). Big finance tackles racism by hiring ‘nameless’ graduates. Retrieved from http://money.cnn.com/2015/10/26/news/blind-hiring-white-sounding-names/.
Kraichy, D. & Chapman, D. S. (2014). Tailoring web-based recruiting messages: Individual differences in the persuasiveness of affective and cognitive messages. Journal of Business Psychology, 29, 253–268.CrossRefGoogle Scholar
Krause, A., Rinne, U., & Zimmermann, K. F. (2012). Anonymous job applications of fresh Ph.D. economists. Economics Letters, 117, 441–444.CrossRefGoogle Scholar
Kristof-Brown, A. & Guay, R. P. (2011). Person-environment fit. In Zedeck, S. (Ed.), APA handbook of industrial and organizational psychology, Volume 3: Maintaining, expanding, and contracting the organization (pp. 3–50). Washington, DC: American Psychological Association.Google Scholar
Kroll, E. & Ziegler, M. (2016). Discrimination due to ethnicity and gender: How susceptible are video-based job interviews? International Journal of Selection and Assessment, 24(2), 161–171.CrossRefGoogle Scholar
Kuhn, K. (2016). The rise of the “gig economy” and implications for understanding work and workers. Industrial and Organizational Psychology, 9(1), 157–162.CrossRefGoogle Scholar
Kuncel, N. R., Klieger, D. M., Connelly, B. S., & Ones, D. S. (2013). Mechanical versus clinical data combination in selection and admissions decisions: A meta-analysis. Journal of Applied Psychology, 98(6), 1060–1072.CrossRefGoogle ScholarPubMed
Landers, R. N. & Schmidt, G. B. (Eds.). (2016). Social media in employee selection and recruitment: Theory, practice, and current challenges. Retrieved from www.springer.com/us/book/9783319299877?wt_mc=ThirdParty.SpringerLink.3.EPR653.About_eBook.
Larsen, J. (May 19, 2017). At Cisco, we’re trying to create our own ‘gig economy’ for employees [Web log post]. Retrieved from www.eremedia.com/ere/at-cisco-were-trying-to-create-our-own-gig-economy-for-employees.
Lefkow, D. (March 21, 2007). Why you shouldn’t be afraid of video resumes. Retrieved from www.eremedia.com/ere/why-you-shouldnt-be-afraid-of-video-resumes/.
Lemmon, G., Wilson, M. S., Posig, M., & Gibowski, B. C. (2016). Psychological contract development, distributive justice, and performance of independent contractors: The role of negotiation behaviors and the fulfillment of resources. Journal of Leadership & Organizational Studies, 23(4), 424–439.CrossRefGoogle Scholar
Lievens, F. & Highhouse, S. (2003). The relation of instrumental and symbolic attribute to a company’s attractiveness as an employer. Personnel Psychology, 56, 75–102.CrossRefGoogle Scholar
Lighthouse (2017). The candidate experience: Perspectives on video interviews, assessments, and hiring. Retrieved from http://lhra.io/blog/candidate-experience-perspectives-video-interviews-assessments-hiring/.
Llorens, J. J. & Wilson, A. W. (2012). Leveraging web 2.0 technologies in the recruitment of millennial job candidates. In Sauser, W., Jr. & Sims, R. (Eds.), Managing human resources for the millennial generation (pp. 141–157). Charlotte, NC: Information Age Publishing.Google Scholar
Lorenzo, G. & Ittelson, J. (July 2005). An overview of e-portfolios. Retrieved from www.educause.edu/ir/library/pdf/ELI3001.pdf.
Lustman, L. (May 15, 2017). Blind recruitment: The way to overcome bias in hiring? Retrieved from www.hireright.com/blog/2017/05/blind-recruitment-way-overcoming-bias-hiring/?utm_medium=Blog&utm_campaign=Blog&lsmr=Blog&lso=Blog&cid=70132000000h5j8AAA.
Maurer, R. (August 21, 2015). Use of video for recruiting continues to grow [Web log post]. Retrieved from www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/use-video-recruiting-grow.aspx.
Maurer, S. D. & Cook, D. P. (2011). Using company web sites to e-recruit qualified applicants: A job marketing based review of theory-based research. Computers in Human Behavior, 27, 106–117.CrossRefGoogle Scholar
McCarthy, J. M., Bauer, T. N., Truxillo, D. M., Anderson, N. R., Costa, A. C., & Ahmed, S. M. (2017). Applicant perspectives during selection: A review addressing “So what?,” “What’s new?,” and “Where to next?” Journal of Management, 43(6), 1693–1725.CrossRefGoogle Scholar
McCullough, B. (2015, August 7). 20 years on: Why Netscape’s IPO was the “big bang” of the internet era [Web log post]. Retrieved from www.internethistorypodcast.com/2015/08/20-years-on-why-netscapes-ipo-was-the-big-bang-of-the-internet-era/.
Mead, A. D., Olson-Buchanan, J. B., & Drasgow, F. (2014). Technology-based selection. In Coovert, M. D. & Thompson, L. F. (Eds.), The psychology of workplace technology (pp. 21–42). New York, NY: Routledge.Google Scholar
Meister, J. C. & Willyerd, K. (2010). The 2020 workplace: How innovative companies attract, develop, and keep tomorrow’s employees today. New York, NY: Harper Collins.Google Scholar
Mikkelson, K. (2010). Cybervetting and monitoring employees’ online activities: Assessing the legal risks for employers. The Public Lawyer, 18(2), 1–6.Google Scholar
Miller, C. C. (2015, July 9). When algorithms discriminate. Retrieved from www.nytimes.com/2015/07/10/upshot/when-algorithms-discriminate.html.
Miller, C. C. (February 25, 2016). Is blind hiring the best hiring? Retrieved from www.nytimes.com/2016/02/28/magazine/is-blind-hiring-the-best-hiring.html.
Min, J. (April 3, 2017). Enhancing recruitment through AI: Recruiters can put forward more of a human face when screening, feedback and testing tasks are automated. Retrieved from www.hrreporter.com/hr-technology/33021-enhancing-recruitment-through-ai/.
Mohamed, A. A., Orife, J. N., & Wibowo, K. (2002). The legality of key word search as a personnel selection tool. Employee Relations, 24(5), 516–522.CrossRefGoogle Scholar
Morgan, H. (March 3, 2017). Convert your LinkedIn profile into an online portfolio. Retrieved from www.linkedin.com/pulse/convert-your-linkedin-profile-online-portfolio-hannah-morgan.
Mossberg, W. (May 25, 2017). Mossberg: The disappearing computer. Retrieved from www.recode.net/2017/5/25/15689094/mossberg-final-column.
Motroc, G. (April 12, 2016). Code on the road: Uber, Google, Marriott and US army are gamifying recruitment. Retrieved from https://jaxenter.com/code-on-the-road-uber-google-and-us-army-are-gamifying-recruitment-125529.html.
Mozilla (August 2013). Expanding education and workforce opportunities through digital badges. Retrieved from http://10mbetterfutures.org/wp-content/uploads/2013/11/Expanding-Workforce-and-Education-Opportunities-through-digital-badges.pdf.
National Academy of Sciences (1999). The changing nature of work: Implications for occupational analysis. Washington, DC: National Academy Press.
Nikolau, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment, 22(2), 179–189.CrossRefGoogle Scholar
Nguyen, L. S. & Gatica-Perez, D. (2016). Hirability in the wild: Analysis of online conversational video resumes. IEEE Transactions On Multimedia, 18(7), 1422–1437.CrossRefGoogle Scholar
Nodoye, A., Ritzhaupt, A. D., & Parker, M. A. (2012). Use of eportfolios in K-12 teacher hiring in North Carolina: Perspectives of school principals. International Journal of Education Policy & Leadership, 7(4), 1–10.Google Scholar
O’Donnell, J. T. (November 15, 2016). Posting a picture of you drinking a beer no longer hurts your career, but this could. Retrieved from www.inc.com/jt-odonnell/posting-a-picture-of-you-drinking-a-beer-no-longer-hurts-your-career-but-this-co.html.
Ordioni, J. (March 21, 2017). Recruiting, employment branding, and everyone you know [Web log post]. Retrieved from www.eremedia.com/ere/recruiting-employment-branding-and-everyone-you-know/.
Peebles, K. A. (2012). Negligent hiring and the information age: How state legislatures can save employers from inevitable liability. William & Mary Law Review, 53(4), 1398–1431.Google Scholar
Phillips, J. M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis. Academy of Management Journal, 41(6), 673–690.Google Scholar
Ployhart, R. E. (2006). Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management, 32(6), 868–897.CrossRefGoogle Scholar
Ployhart, R. E., Schmitt, N., & Tippins, N. T. (2017). Solving the supreme problem: 100 years of selection and recruitment at the Journal of Applied Psychology. Journal of Applied Psychology, 102(3), 291–304.CrossRefGoogle ScholarPubMed
Rainie, L. & Anderson, J. (February 8, 2017). Code-dependent: Pros and cons of the algorithm age. Retrieved from www.pewinternet.org/2017/02/08/code-dependent-pros-and-cons-of-the-algorithm-age/.
Raphael, T. (May 24, 2017). More virtual reality recruiting: This week it’s the U.S. Navy in New York, New Jersey [Web log post]. Retrieved from www.eremedia.com/ere/more-virtual-reality-recruiting-this-week-its-the-u-s-navy-in-new-york-new-jersey/.
Rice, C. (October 14, 2013). How blind auditions help orchestras to eliminate gender bias. The Guardian. Retrieved from www.theguardian.com/women-in-leadership/2013/oct/14/blind-auditions-orchestras-gender-bias.
Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2016). Social media in employee-selection-related decisions: A research agenda for uncharted territory. Journal of Management, 42(1), 269–298.CrossRefGoogle Scholar
Ross, W. & Slovensky, R. (2012). Using the internet to attract and evaluate job candidates. In Yan, Z. (Ed.), Encyclopedia of cyber behavior (pp. 537–549). Hershey, PA: IGI Global.CrossRefGoogle Scholar
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121–139.CrossRefGoogle Scholar
Ryan, A. M. (2012). Applicant-organization relationship and employee-organization relationship: What is the connection? In Shore, L., Coyle-Shapiro, J. A., & Tetrick, L. E. (Eds.), The employee-organization relationship: Applications for the 21st century (pp. 363–389). New York, NY: Taylor and Francis.Google Scholar
Ryan, A. M. & Delany, T. (2010). Attracting job candidates to organizations. In Ryan, A. M., Farr, J. L., & Tippins, N. T. (Eds.), Handbook of employee selection (2nd edn., pp. 127–150). New York, NY: Taylor and Francis.Google Scholar
Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In Dunnette, M., Hough, L., & Triandis, H. (Eds.), Handbook of industrial and organizational psychology (vol. 2, pp. 399–444). Palo Alto, CA: Consulting Psychologists Press.Google Scholar
Rynes, S. L., Reeves, C. J., & Darnold, T. C. (2014). The history of recruitment research. In Cable, D. & Yu, K. (Eds.), The Oxford handbook of recruitment (pp. 335–760). Oxford, England: Oxford University Press.Google Scholar
Sadiq, S., Ayub, J., Narsayya, G., Ayyas, M., & Tahir, K. (2016). Intelligent hiring with resume parser and ranking using natural language processing and machine learning. International Journal of Innovative Research in Computer and Communication Engineering, 4(4), 7437–7444.Google Scholar
Samuel, A. (2013, August 5). Do you need a resume in the LinkedIn era? Retrieved from https://hbr.org/2013/08/do-you-need-a-resume-in-the-li.
Schmitt, T., Caillou, P., & Sebag, M. (September 2016). Matching jobs and resumes: A deep collaborative filtering task. Presented at the 2nd annual Global Conference on Artificial Intelligence, Berlin, Germany.
Sears, G. J., Zhang, H., Wiesner, W. H., Hackett, R. D., & Yuan, Y. (2013). A comparative assessment of videoconference and face-to-face employment interviews. Management Decision, 51(8), 1733–1752.CrossRefGoogle Scholar
Sepp, M. (October 20, 2017). 7 tools that can help you recruit more diverse candidates. Retrieved from http://recruitingdaily.com/7-tools
Slaughter, J. E., Zickar, M. J., Highhouse, S., & Mohr, D. C. (2004). Personality trait inferences: Development of a measure and assessment of construct validity. Journal of Applied Psychology, 89(1), 85–103.CrossRefGoogle ScholarPubMed
Smith, J. (May 31, 2015). Why companies are using ‘blind auditions’ to hire top talent. Retrieved from www.businessinsider.com/companies-are-using-blind-auditions-to-hire-top-talent-2015–5.
Smith, A. & Anderson, M. (October 2017). Automation in everyday life. Retrieved from www.pewinternet.org/2017/10/04/americans-attitudes-toward-hiring-algorithms/.
Society for Human Resource Management (January 2016). SHRM survey findings: Using social media for talent acquisition-recruitment and screening [White paper]. Retrieved from www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM-Social-Media-Recruiting-Screening-2015.pdf.
Stack Overflow (2017). Developer survey results 2017 [Web log post]. Retrieved from https://insights.stackoverflow.com/survey/2017#overview.
Staney, W. (Speaker). (2017). Recruiting top talent using unconventional strategies [Online video]. Available from https://youtu.be/1fLOkw2IOHE.
Straumsheim, C. (January 27, 2014). Promising portfolios [Web log post]. Retrieved from www.insidehighered.com/news/2014/01/27/aacu-conference-shows-plenty-uses-e-portfolios-also-pitfalls-hype.
Strohmeier, S. (2010). Electronic portfolios in recruiting? A conceptual analysis of usage. Journal of Electronic Commerce Research, 11(4), 268–280.Google Scholar
Sullivan, J. (April 9, 2012). Leading-edge candidate screening, interviewing, and assessment practices [Web log post]. Retrieved from www.eremedia.com/ere/leading-edge-candidate-screening-interviewing-and-assessment-practices/.
Sullivan, J. (May 15, 2014). The 8 great benefits of going to video job descriptions [Web log post]. Retrieved from www.eremedia.com/tlnt/the-8-great-benefits-of-going-to-video-job-descriptions/.
Sullivan, J. (November 16, 2015). Recruiting trends for 2016 and their supporting best practices, part 1 of 2. Retrieved from www.eremedia.com/ere/recruiting-trends-for-2016-and-their-supporting-best-practices-part-1-of-2/.
Sullivan, J. (April 18, 2016). Add a chatbot–and take ‘the human’ out of answering recruiting questions [Web log post]. Retrieved from www.eremedia.com/ere/add-a-chatbot-and-take-the-human-out-of-answering-recruiting-questions/.
Sullivan, J. (May 8, 2017). The future of recruiting is an internal talent consulting group, as technology handles daily recruiting tasks [Web log post]. Retrieved from www.eremedia.com/ere/the-future-of-recruiting-is-an-internal-talent-consulting-group-as-technology-handles-daily-recruiting-tasks/.
Swider, B. W., Barrick, M. R., & Zimmerman, R. D. (2015). Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process. Journal of Applied Psychology, 100(3), 880–893.CrossRefGoogle ScholarPubMed
TalentQ (2013). Through the eyes of a graduate: What do graduates think of the recruitment process? What do graduates want? What puts them off? Retrieved from www.talentqgroup.com/media/98030/graduate-survey-report-2013.pdf.
Tarling, S. (November 17, 2016). Robots muscle in on the job interview: Automation may avoid human error but it could discourage recruits. Retrieved from www.ft.com/content/b71f0afa-9c36-11e6-8324-be63473ce146.
Torres, E. N. & Mejia, C. (2017). Asynchronous video interviews in the hospitality industry: Considerations for virtual employee selection. International Journal of Hospitality Management, 61, 4–13.CrossRefGoogle Scholar
Tskhay, K. O. & Rule, N. O. (2014). Perceptions of personality in text-based media and OSN: A meta-analysis. Journal of Research in Personality, 49, 25–30.CrossRefGoogle Scholar
Uggerslev, K. L., Fassina, N. E., & Kraichy, D. (2012). Recruiting through the stages: A meta-analytic test of predictors of applicant attraction at different stages of the recruiting process. Personnel Psychology, 65, 597–660.CrossRefGoogle Scholar
Ullman, J. C. (1966). Employee referrals: Prime tool for recruiting workers. Personnel, 43, 30–35.Google Scholar
Van Hoye, G. & Lievens, F. (2007). Investigating web-based recruitment sources: Employee testimonials versus word-of-mouse. International Journal of Selection and Assessment, 15(4), 372–382.CrossRefGoogle Scholar
Van Hoye, G., Weijters, B., Lievens, F., & Stockman, S. (2016). Social influences in recruitment: When is word-of-mouth most effective? International Journal of Selection and Assessment, 24(1), 42–53.CrossRefGoogle Scholar
Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (2013). Social media for selection? Validity and adverse impact potential of a Facebook-based assessment. Journal of Management, 42(7), 1811–1835.CrossRefGoogle Scholar
Vanderstukken, A., Van den Boreck, A., & Proost, K. (2016). For love or for money: Intrinsic and extrinsic value congruence in recruitment. International Journal of Selection and Assessment, 24(1), 34–41.CrossRefGoogle Scholar
Veale, M. & Binns, R. (2017). Fairer machine learning in the real world: Mitigating discrimination without collecting sensitive data. Big Data & Society, 4(2), 1–17.CrossRefGoogle Scholar
Viswesvaran, C. & Ones, D. S. (2010). Employee selection in times of change. In Hodgkinson, G. P. & Ford, J. K. (Eds.), International review of industrial and organizational psychology (vol. 25, pp. 169–226). Madden, MA: Wiley-Blackwell.Google Scholar
Walker, H. J., Bauer, T. N., Cole, M. S., Bernerth, J. B., Field, H. S., & Short, J. C. (2013). Is this how I will be treated? Reducing uncertainty through recruitment interactions. Academy of Management Journal, 56(5), 1325–1347.CrossRefGoogle Scholar
Walker, H. J., Helmuth, C. A., Field, H. S., & Bauer, T. N. (2015). Watch what you say: Job applicants’ justice perceptions from initial organizational correspondence. Human Resource Management, 54(6), 999–1011.CrossRefGoogle Scholar
Wanous, J. P. (1989). Installing a realistic job preview: Ten tough choices. Personnel Psychology, 42, 117–134.CrossRefGoogle Scholar
Ward, C. & Moser, C. (2008). E-portfolios as a hiring tool: Do employers really care? Educause Quarterly, 31(4), 13–14.Google Scholar
Waung, M., Hymes, R. W., & Beatty, J. E. (2014). The effects of video and paper resumes on assessments of personality, applied social skills, mental capability, and resume outcomes. Basic and Applied Social Psychology, 36, 238–251.CrossRefGoogle Scholar
Waung, M., Hymes, R. W., Beatty, J. E., & McAuslan, P. (2015). Self-promotion statements in video resumes: Frequency, intensity, and gender effects on job applicant evaluation. International Journal of Selection and Assessment, 23(4), 345–360.CrossRefGoogle Scholar
Wheeler, K. (2010, December 22). Serious recruiting games: 6 tips for using games and simulations for recruiting success [Web log post]. Retrieved from www.eremedia.com/ere/6-tips-on-using-games-and-simulations-for-recruiting-success/.
Wills, K. & Rice, R. (Eds.) (2013). ePortfolio performance support systems: Constructing, presenting, and assessing portfolios. Fort Collins, CO: The WAC Clearinghouse.Google Scholar
Wiltermuth, S. S. & Neale, M. A. (2011). Too much information: The perils of nondiagnositc information in negotiations. Journal of Applied Psychology, 96(1), 192–201.CrossRefGoogle Scholar
Yoganarasimhan, H. (2013). The value of reputation in an online freelance marketplace. Marketing Science, 32(6), 1526–1548.CrossRefGoogle Scholar
Yu, T. (2012). E-portfolio, a valuable job search tool for college students. Campus-Wide Information Systems, 29(1), 70–76.Google Scholar
Zattoli, M. A. & Wanous, J. P. (2000). Recruitment source research: Current status and future directions. Human Resource Management Review, 10(4), 353–382.CrossRefGoogle Scholar
Aguinis, H., Henle, C. A., & BeatyJr, J. C. (2001). Virtual reality technology: A new tool for personnel selection. International Journal of Selection and Assessment, 9(1–2), 70–83.CrossRefGoogle Scholar
Allen, D. G., Scotter, J. R., & Otondo, R. F. (2004). Recruitment communication media: Impact on prehire outcomes. Personnel Psychology, 57(1), 143–171.CrossRefGoogle Scholar
Anderson, N. (2011). Perceived Job Discrimination: Toward a model of applicant propensity to case initiation in selection. International Journal of Selection and Assessment, 19(3), 229–244.CrossRefGoogle Scholar
Anderson, N., Ahmed, S., & Costa, A. C. (2012). Applicant Reactions in Saudi Arabia: Organizational attractiveness and core-self evaluation. International Journal of Selection and Assessment, 20(2), 197–208.CrossRefGoogle Scholar
Anderson, N., Salgado, J. F., & Hülsheger, U. R. (2010). Applicant Reactions in Selection: Comprehensive meta-analysis into reaction generalization versus situational specificity. International Journal of Selection and Assessment, 18(3), 291–304.CrossRefGoogle Scholar
Armstrong, M. B., Landers, R. N., & Collmus, A. B. (2016). Gamifying recruitment, selection, training, and performance management: Game-thinking in human resource management. In Gangadharbatla, H. & Davis, D. Z. (Eds.), Emerging research and trends in gamification (pp. 140–165). Hershey, PA: IGI Global.CrossRefGoogle Scholar
Arvey, R. D., Strickland, W., Drauden, G., & Martin, C. (1990). Motivational components of test taking. Personnel Psychology, 43(4), 695–716.CrossRefGoogle Scholar
Badger, J., Kaminsky, S., & Behrend, T. (2014). Media richness and information acquisition in internet recruitment. Journal of Managerial Psychology, 29(7), 866–883.CrossRefGoogle Scholar
Baron, H., & Austin, J. (2000). Measuring ability via the internet: Opportunities and issues. Paper presented at the Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA.
Bartram, D. (2000). Internet recruitment and selection: Kissing frogs to find princes. International Journal of Selection and Assessment, 8(4), 261–274.CrossRefGoogle Scholar
Bauer, T., Truxillo, D., Sanchez, R., Craig, J., Ferrara, P., & Campion, M. (2001). Applicant reactions to selection: Development of the selection procedural justice scale (SPJS). Personnel Psychology, 54(2), 387–419.CrossRefGoogle Scholar
Bauer, T. N., Truxillo, D. M., Tucker, J. S., Weathers, V., Bertolino, M., Erdogan, B., & Campion, M. A. (2006). Selection in the Information Age: The impact of privacy concerns and computer experience on applicant reactions. Journal of Management, 32(5), 601–621.CrossRefGoogle Scholar
Black, S. L., Johnson, A. F., Takach, S. E., & Stone, D. L. (August 2012). Factors affecting applicants’ reactions to the collection of data in social network websites. Presented at the Academy of Management Annual Conference, Philadelphia, PA.CrossRef
Cable, D. M. & Yu, K. Y. T. (2006). Managing job seekers’ organizational image beliefs: The role of media richness and media credibility. Journal of Applied Psychology, 91(4), 828.CrossRefGoogle ScholarPubMed
Caers, R. & Castelyns, V. (2011). LinkedIn and Facebook in Belgium: The influences and biases of social network sites in recruitment and selection procedures. Social Science Computer Review, 29(4), 437–448.CrossRefGoogle Scholar
Cappelli, P. (2001). Making the most of online recruitment. Harvard Business Review, 79, 139–146.Google Scholar
Cardy, R. & Miller, J. (2005). eHR and performance management: A consideration of positive potential and the dark side. In Gueutal, H., Stone, D. L. & Salas, E., The brave new world of eHR: Human resources management in the digital age (pp. 138–165), Chichester: Wiley.Google Scholar
Cascio, W. F. & Montealegre, R. (2016). How technology is changing work and organizations. Annual Review of Organizational Psychology and Organizational Behavior, 3, 349–375.CrossRefGoogle Scholar
Chapman, D. S., Uggerslev, K. L., & Webster, J. (2003). Applicant reactions to face-to-face and technology-mediated interviews: A field investigation. Journal of Applied Psychology, 88(5), 944.CrossRefGoogle ScholarPubMed
Chow, S. & Chapman, D. (2013). Gamifying the employee recruitment process. Paper presented at the Proceedings of the First International Conference on Gameful Design, Research, and Applications.CrossRef
Cober, R. & Brown, D. (2006). Direct employers association recruiting trends survey. Booz Allen Hamilton, Washington, DC.
Cober, R. T., Brown, D. J., & Levy, P. E. (2004). Form, content, and function: An evaluative methodology for corporate employment web sites. Human Resource Management, 43(2–3), 201–218.CrossRefGoogle Scholar
Davis, F. (1989). Perceived usefulness, perceived ease of use, and user acceptance of information technology. MIS Quarterly, 13(3), 319–340.CrossRefGoogle Scholar
Davison, H. K., Maraist, C., & Bing, M. N. (2011). Friend or foe? The promise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology, 26(2), 153–159.CrossRefGoogle Scholar
Derks, D. & Bakker, A. (2013). The psychology of digital media at work. London: Routledge.CrossRefGoogle Scholar
Dulebohn, J. H. & Marler, J. H. (2005). e-Compensation: The potential to transform practice. In Gueutal, H., Stone, D. L., & Salas, E., The brave new world of eHR: Human resources management in the digital age (pp. 166–189), Chichester: Wiley.Google Scholar
Ford, D. K., Truxillo, D. M., & Bauer, T. N. (2009). Rejected but still there: Shifting the focus in applicant reactions to the promotional context. International Journal of Selection and Assessment, 17(4), 402–416.CrossRefGoogle Scholar
García‐Izquierdo, A. L., Moscoso, S., & Ramos‐Villagrasa, P. J. (2012). Reactions to the fairness of promotion methods: Procedural justice and job satisfaction. International Journal of Selection and Assessment, 20(4), 394–403.CrossRefGoogle Scholar
Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career Development International, 7(4), 243–251.CrossRefGoogle Scholar
Georgiou, K., Nikolaou, I., & Gouras, A. (2017). Serious gaming in employee selection process. In I. Nikolaou (2017): Alliance for Organizational Psychology Invited Symposium-The Impact of Technology on Recruitment and Selection: An International Perspective. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA.
Gherson, D. & Jackson, A. (2001). Web-based compensation planning. In Walker, A. J. (Ed.), Web-based human resources (pp. 83–95). New York, NY: McGr.aw-HillGoogle Scholar
Gilliland, S. W. (1993). The perceived fairness of selection systems: An organizational justice perspective. Academy of Management Review, 18(4), 694.CrossRefGoogle Scholar
Gilliland, S. W. (1994). Effects of procedural and distributive justice on reactions to a selection system. Journal of Applied Psychology, 79, 691–701.CrossRefGoogle Scholar
Gilliland, S. W., & Steiner, D. D. (2012). Applicant Reactions to Testing and Selection. In Schmitt, N. (Ed.), The Oxford Handbook of Personnel Assessment and Selection (pp. 629–666). Oxford: Oxford University Press.Google Scholar
Glassdoor (2017). Site Stats. Retrieved from www.glassdoor.com/press/facts/.
Guchait, P., Ruetzler, T., Taylor, J., & Toldi, N. (2014). Video interviewing: A potential selection tool for hospitality managers: A study to understand applicant perspective. International Journal of Hospitality Management, 36, 90–100.CrossRefGoogle Scholar
Gueutal, H. G., Kluemper, D. H., & Rosen, P. A. (2009). Future employment selection methods: Evaluating social networking web sites. Journal of Managerial Psychology, 24(6), 567–580.Google Scholar
Hamari, J., Koivisto, J., & Sarsa, H. (2014). Does gamification work? A literature review of empirical studies on gamification. Paper presented at the System Sciences (HICSS), 2014 47th Hawaii International Conference.CrossRef
Harris, M. & Fink, L. (1987). A field study of applicant reactions to employment opportunities: Does the recruiter make a difference? Personnel Psychology, 40(4), 765–784.CrossRefGoogle Scholar
Harris, M. M., Hoye, G. V., & Lievens, F. (2003). Privacy and attitudes towards internet‐based selection systems: A cross‐cultural comparison. International Journal of Selection and Assessment, 11(2–3), 230–236.CrossRefGoogle Scholar
Hausknecht, J. P. (2013). Applicant Reactions. In Yu, K. Y. T. & Cable, D. M. (Eds.), The Oxford Handbook of Recruitment (pp. 35–46). Oxford: Oxford University Press.Google Scholar
Hausknecht, J. P., Day, D. V., & Thomas, S. C. (2004). Applicant reactions to selection procedures: An updated model and meta-analysis. Personnel Psychology, 57(3), 639–683.CrossRefGoogle Scholar
Herriot, P. (1989). Selection as a social process. In Smith, M. & Robertson, I. T. (Eds.), Advances in selection and assessment (pp. 171–187). Chichester: Wiley.Google Scholar
Herriot, P. (2004). Social Identities and Applicant Reactions. International Journal of Selection and Assessment, 12(1–2), 75–83.CrossRefGoogle Scholar
Hoang, T. G., Truxillo, D. M., Erdogan, B., & Bauer, T. N. (2012). Cross-cultural examination of applicant reactions to selection methods: United States and Vietnam. International Journal of Selection and Assessment, 20(2), 209–219.CrossRefGoogle Scholar
Honkaniemi, L., Feldt, T., Metsapelto, R. L., & Tolvanen, A. (2013). Personality types and applicant reactions in real-life selection. International Journal of Selection and Assessment, 21(1), 32–45.CrossRefGoogle Scholar
Jackson, S. & Schuler, R. (2003). Managing human resources through strategic partnerships (8th edn.). Mason, OH: Thompson South-Western.Google Scholar
Jacobs, D. (2009). Surviving the social explosion. Landscape Management, 48(12), 10–13.Google Scholar
Jones, J. W., Brasher, E. E., & Huff, J. W. (2002). Innovations in integrity‐based personnel selection: Building a technology‐friendly assessment. International Journal of Selection and Assessment, 10(1–2), 87–97.CrossRefGoogle Scholar
Kaplan, A. M. & Haenlein, M. (2009). The fairyland of Second Life: Virtual social worlds and how to use them. Business Horizons, 52(6), 563–572.CrossRefGoogle Scholar
Karl, K. & Peluchette, J. (2013). Possibilities and pitfalls of using online social networking in human resources management. Psychology for Business Success, 4, 119–138.Google Scholar
Kashi, K. & Zheng, C. (2013). Extending technology acceptance model to the e-recruitment context in Iran. International Journal of Selection and Assessment, 21(1), 121–129.CrossRefGoogle Scholar
Kehoe, J. F., Dickter, D. N., Russell, D. P., & Sacco, J. M. (2005). E-selection. In Gueutal, H. G. & Stone, D. L. (Eds.), The brave new world of eHR: Human resources management in the digital age (pp. 54–103). San Francisco, CA: Jossey-Bass.Google Scholar
Klotz, A. C., da Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(1), 104–119.CrossRefGoogle Scholar
Konig, C. J., Klehe, U. C., Berchtold, M., & Kleinmann, M. (2010). Reasons for Being Selective When Choosing Personnel Selection Procedures. International Journal of Selection and Assessment, 18(1), 17–27.CrossRefGoogle Scholar
Laumer, S., Eckhardt, A., & Weitzel, T. (2012). Online gaming to find a new job: Examining job seekers’ intention to use serious games as a self-assessment tool. German Journal of Human Resource Management, 26(3), 218–240.CrossRefGoogle Scholar
Leece, R. (2005). A virtual careers fair. Australian Journal of Career Development, 14(2), 34–39.CrossRefGoogle Scholar
Lievens, F. & Harris, M. M. (2003). Research on internet recruiting and testing: Current status and future directions. International Review of Industrial and Organizational Psychology, 18, 131–166.Google Scholar
Lin, H. F. (2010). Applicability of the extended theory of planned behavior in predicting job seeker intentions to use job‐search websites. International Journal of Selection and Assessment, 18(1), 64–74.CrossRefGoogle Scholar
Llorens, J. J. & Kellough, J. E. (2007). A revolution in public personnel administration: The growth of web-based recruitment and selection processes in the federal service. Public Personnel Management, 36(3), 207–221.CrossRefGoogle Scholar
Lory, B. E. (2010). Using Facebook to assess candidates during the recruiting process: Ethical implications. NACE Journal, 71(1), 37–40.Google Scholar
Madera, J. M. (2012). Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions. International Journal of Hospitality Management, 31(4), 1276–1282.CrossRefGoogle Scholar
Makransky, G. & Glas, C. A. (2011). Unproctored internet test verification: Using adaptive confirmation testing. Organizational Research Methods, 14(4), 608–630.CrossRefGoogle Scholar
Maurer, S. D. & Liu, Y. (2007). Developing effective e-recruiting websites: Insights for managers from marketers. Business Horizons, 50(4), 305–314.CrossRefGoogle Scholar
McCarthy, J. M., Bauer, T. N., Truxillo, D. M., Anderson, N. R., Costa, A. C., & Ahmed, S. M. (2017). Applicant perspectives during selection: A review addressing “So What?,” “What’s New?,” and “Where to Next?.” Journal of Management, 43(6), 1693–1725.CrossRefGoogle Scholar
McCarthy, J., Hrabluik, C., & Jelley, R. B. (2009). Progression through the ranks: Assessing employee reactions to high-stakes employment testing. Personnel Psychology, 62 (4),793–832.CrossRefGoogle Scholar
McCarthy, J. M., Van Iddekinge, C. H., Lievens, F., Kung, M. C., Sinar, E. F., & Campion, M. A. (2013). Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance. Journal of Applied Psychology, 98(5), 701–719.CrossRefGoogle ScholarPubMed
McFarland, L. A., & Ployhart, R. E. (2015). Social media: A contextual framework to guide research and practice. Journal of Applied Psychology, 100(6), 1653–1677.CrossRefGoogle ScholarPubMed
McManus, M. A., & Ferguson, M. W. (2003). Biodata, personality, and demographic differences of recruits from three sources. International Journal of Selection and Assessment, 11(2–3), 175–183.CrossRefGoogle Scholar
Moscoso, S. & Salgado, J. F. (2004). Fairness reactions to personnel selection techniques in Spain and Portugal. International Journal of Selection and Assessment, 12(1–2), 187–196.CrossRefGoogle Scholar
Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment, 22(2), 179–189.CrossRefGoogle Scholar
Nikolaou, I. & Georgiou, K. (2017). Serious gaming and applicants’ reactions: The role of openness to experience. In M. Armstrong, D. R. Sanchez & K. N. Bauer (2017), Gaming and Gamification IGNITE: Current Trends in Research and Application. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
Nikolaou, I. & Judge, T. A. (2007). Fairness reactions to personnel selection techniques in Greece: The role of core self-evaluations. International Journal of Selection and Assessment, 15(2), 206–219.CrossRefGoogle Scholar
Oostrom, J. K., Born, M. P., & van der Molen, H. T. (2013). Webcam tests in personnel selection. In Derks, D. & Bakker, A. (Eds.), The psychology of digital media at work (pp. 166–180), London: Routledge.Google Scholar
Parry, E., Stefan, S., & Holm, A. (2014). Institutional context and e-recruitment practices of Danish organizations. Employee Relations, 36(4), 432–455.Google Scholar
Pearce, C. G. & Tuten, T. L. (2001). Internet recruiting in the banking industry. Business Communication Quarterly, 64(1), 9–18.CrossRefGoogle Scholar
Perry, E. L., Simpson, P. A., NicDomhnaill, O. M., & Siegel, D. M. (2003). Is there a technology age gap? Associations among age, skills, and employment outcomes. International Journal of Selection and Assessment, 11(2–3), 141–149.CrossRefGoogle Scholar
Ployhart, R. E. & Harold, C. M. (2004). The applicant attribution-reaction theory (AART): An integrative theory of applicant attributional processing. International Journal of Selection and Assessment, 12(1–2), 84–98.CrossRefGoogle Scholar
Ployhart, R. E. & Ryan, A. M. (1997). Toward an explanation of applicant reactions: An examination of organizational justice and attribution frameworks. Organizational Behaviour and Human Decision Processes, 72(3), 308–335.CrossRefGoogle ScholarPubMed
Ployhart, R. E., Schmitt, N., & Tippins, N. T. (2017). Solving the supreme problem: 100 years of selection and recruitment. Journal of Applied Psychology, 102(3), 291–304.CrossRefGoogle ScholarPubMed
Ployhart, R. E., Weekley, J. A., Holtz, B. C., & Kemp, C. (2003). Web‐based and paper‐and‐pencil testing of applicants in a proctored setting: Are personality, biodata, and situational judgment tests comparable? Personnel Psychology, 56(3), 733–752.CrossRefGoogle Scholar
Potosky, D. & Bobko, P. (2004). Selection testing via the internet: Practical considerations and exploratory empirical findings. Personnel Psychology, 57(4), 1003–1034.CrossRefGoogle Scholar
Richman-Hirsch, W. L., Olson-Buchanan, J. B., & Drasgow, F. (2000). Examining the impact of administration medium on examinee perceptions and attitudes. Journal of Applied Psychology, 85(6), 880.CrossRefGoogle Scholar
Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2016). Social media in employee-selection-related decisions: A research agenda for uncharted territory. Journal of Management, 42(1), 269–298.CrossRefGoogle Scholar
Roulin, N. (2014). The Influence of employers’ use of social networking websites in selection, online self-promotion, and personality on the likelihood of faux pas postings. International Journal of Selection and Assessment, 22(1), 80–87.CrossRefGoogle Scholar
Roulin, N. & Bangerter, A. (2013). Social networking websites in personnel selection. Journal of Personnel Psychology, 12(3), 143–151.CrossRefGoogle Scholar
Ruël, H. & Bondarouk, T. (2004). e-HRM: Innovation or irritation. ECIS 2004 Proceedings, 110.
Ryan, A. M. & Ployhart, R. E. (2000). Applicants’ perceptions of selection procedures and decisions: A critical review and agenda for the future. Journal of Management, 26(3), 565–606.CrossRefGoogle Scholar
Ryan, A. M. & Ployhart, R. E. (2014). A century of selection. Annual Review of Psychology, 65(1), 693–717.CrossRefGoogle Scholar
Sears, J., Zhang, H., Wiesner, H. W., Hackett, D. R., & Yuan, Y. (2013). A comparative assessment of videoconference and face-to-face employment interviews. Management Decision, 51(8), 1733–1752.CrossRefGoogle Scholar
Sanchez, R. J., Roberts, K., Freeman, M., & Clayton, A. C. (2012, August). Do they care? Applicant reactions to on-line social networking presence checks. Paper presented at the Academy of Management Annual Conference, Boston, MA.CrossRef
Schinkel, S., van Vianen, A., & van Dierendonck, D. (2013). Selection fairness and outcomes: A field study of interactive effects on applicant reactions. International Journal of Selection and Assessment, 21(1), 22–31.CrossRefGoogle Scholar
Schneider, T. J., Goffin, R. D., & Daljeet, K. N. (2015). “Give us your social networking site passwords”: Implications for personnel selection and personality. Personality and Individual Differences, 73, 78–83.CrossRefGoogle Scholar
Schuler, H. (1993). Social validity of selection situations: A concept and some empirical results. In Schuler, H., Farr, J. L., & Smith, M. (Eds.), Personnel selection and assessment: Individual and Organizational Perspectives (pp. 11–26). Hillsdale, NJ: Lawrence Erlbaum.Google Scholar
Selden, S. & Orenstein, J. (2011). Government e‐recruiting web sites: The influence of e‐recruitment content and usability on recruiting and hiring outcomes in US state governments. International Journal of Selection and Assessment, 19(1), 31–40.CrossRefGoogle Scholar
Society for Human Resources Management-SHRM (2016). Using Social Media for Talent Acquisition – Recruitment and Screening. Retrieved from www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/social-media-recruiting-screening-2015.aspx.
Spinks, N., Wells, B., & Meche, M. (1999). Appraising the appraisals: Computerized performance appraisal systems. Career Development International, 4(2), 94–100.CrossRefGoogle Scholar
Steiner, D. D. & Gilliland, S. W. (1996). Fairness reactions to personnel selection techniques in France and the United States. Journal of Applied Psychology, 81(2), 134–141.CrossRefGoogle Scholar
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216–231.CrossRefGoogle Scholar
Stone, D. L. & Dulebohn, J. H. (2013). Emerging issues in theory and research on electronic human resource management (eHRM). Human Resource Management Review, 23(1), 1–5.CrossRefGoogle Scholar
Stone, D. L., Lukaszewski, K. M., & Isenhour, L. C. (2005). E-recruiting: Online strategies for attracting talent. In Gueutal, H., Stone, D. L. & Salas, E., The brave new world of eHR: Human resources management in the digital age (pp. 22–53), Chichester: Wiley.Google Scholar
Stone, D. L., Lukaszewski, K. M., Stone-Romero, E. F., & Johnson, T. L. (2013). Factors affecting the effectiveness and acceptance of electronic selection systems. Human Resource Management Review, 23(1), 50–70.CrossRefGoogle Scholar
Stopfer, J. M. & Gosling, S. D. (2013). Online social networks in the work context. In Derks, D. & Bakker, A. (Eds.), The psychology of digital media at work (pp. 39–59), London: Routledge.Google Scholar
Stoughton, J. W., Thompson, L., & Meade, A. (2015). Examining applicant reactions to the use of social networking websites in pre-employment screening. Journal of Business and Psychology, 30(1), 73–88.CrossRefGoogle Scholar
Straus, S. G., Miles, J. A., & Levesque, L. L. (2001). The effects of videoconference, telephone, and face-to-face media on interviewer and applicant judgments in employment interviews. Journal of Management, 27(3), 363–381.CrossRefGoogle Scholar
Tippins, N. T. (2015). Technology and assessment in selection. Annual Review of Organizational Psychology and Organizational Behavior, 2(1), 551–582.CrossRefGoogle Scholar
Tippins, N. T., Beaty, J., Drasgow, F., Gibson, W. M., Pearlman, K., Segall, D. O., & Shepherd, W. (2006). Unproctored internet testing in employment settings. Personnel Psychology, 59(1), 189–225.CrossRefGoogle Scholar
Toldi, N. L. (2011). Job applicants favor video interviewing in the candidate‐selection process. Employment Relations Today, 38(3), 19–27.CrossRefGoogle Scholar
Tomlinson, A. (2002). Energy firm sharpens recruiting, saves money with in-house job board. Canadian HR Reporter, 15(20), 7–8.Google Scholar
Truxillo, D. M. & Bauer, T. N. (2011). Applicant Reactions to Organizations and Selection Systems. In Zedeck, S. (Ed.), APA Handbook of Industrial and Organizational Psychology. (pp. 379–398). Washington, DC: American Psychological Association.Google Scholar
Truxillo, D. M., Bauer, T. N., Campion, M. A., & Paronto, M. E. (2006). A field study of the role of Big Five personality in applicant perceptions of selection fairness, self, and the hiring organization. International Journal of Selection & Assessment, 14(3), 269–277.CrossRefGoogle Scholar
Truxillo, D. M., Bauer, T. N., & Garcia, A. M. (2017). Applicant Reactions to Hiring Procedures. In Goldstein, H. W., Pulakos, E. D., Passmore, J., & Semedo, C. (Eds.) The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention (pp. 53–70). New York, NY: John Wiley & Sons.CrossRefGoogle Scholar
Truxillo, D. M., Bauer, T. N., McCarthy, J. M., Anderson, N., & Ahmed, S. M. (2017). Applicant Perspectives on Employee Selection Systems. In Ones, D., Anderson, N., Viswesvaran, C., & Sinangil, H. (Eds.), Handbook of Industrial, Work and Organizational (IWO) Psychology (2nd edn., pp. 508–532), London: Sage.Google Scholar
Truxillo, D. M., Bodner, T. E., Bertolino, M., Bauer, T. N., & Yonce, C. A. (2009). Effects of explanations on applicant reactions: A meta-analytic review. International Journal of Selection and Assessment, 17(4), 346–361.CrossRefGoogle Scholar
Van Hoye, G. (2014). Word-of-mouth as a recruitment source: An integrative model. In Yu, K. Y. T. & Cable, D. M. (Eds.), The Oxford Handbook of Recruitment (pp. 251–268). New York, NY: Oxford University Press.Google Scholar
Van Hoye, G. & Lievens, F. (2007). Investigating Web‐Based Recruitment Sources: Employee testimonials vs word‐of‐mouse. International Journal of Selection and Assessment, 15(4), 372–382.CrossRefGoogle Scholar
Voermans, M. & van Veldhoven, M. (2007). Attitude towards e-HRM: An empirical study at Philips. Personnel Review, 36(6), 887–902.CrossRefGoogle Scholar
Walker, H. J., Bauer, T., Cole, M., Bernerth, J., Feild, H., & Short, J. (2013). Is this how I will be treated? Reducing uncertainty through recruitment interactions. Academy of Management Journal, 56(5), 1325–1347.CrossRefGoogle Scholar
Walker, H. J., Feild, H. S., Giles, W. F., Armenakis, A. A., & Bernerth, J. B. (2009). Displaying employee testimonials on recruitment web sites: Effects of communication media, employee race, and job seeker race on organizational attraction and information credibility. Journal of Applied Psychology, 94(5), 1354–1364.CrossRefGoogle ScholarPubMed
Young, J. & Foot, K. (2005). Corporate e‐cruiting: The construction of work in Fortune 500 recruiting web sites. Journal of Computer‐Mediated Communication, 11(1), 44–71.CrossRefGoogle Scholar
Zelenskaya, K. & Singh, N. (2011). Exploring virtual recruiting from employers’ perspective using “Second Life.” Journal of Human Resources in Hospitality & Tourism, 10(2), 117–128.CrossRefGoogle Scholar
Zide, J., Elman, B., & Shahani-Denning, C. (2014). LinkedIn and recruitment: How profiles differ across occupations. Employee Relations, 36(5), 583–604.CrossRefGoogle Scholar
Ackerman, P. L. (1987). Individual differences in skill learning: An integration of psychometric and information processing perspectives. Psychological Bulletin, 102(1), 3–27. doi:10.1037/0033–2909.102.1.3.CrossRefGoogle Scholar
Beaty, J. C., Dawson, C. R., Fallaw, S. S., & Kantrowitz, T.M. (2009). Recovering the scientist–practitioner model: How I-Os should respond to unproctored Internet testing. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 58–63.CrossRefGoogle Scholar
Birkeland, S. A., Manson, T. M., Kisamore, J. L., Brannick, M. T., & Smith, M. A. (2006). A meta-analytic investigation of job applicant faking on personality measures. International Journal of Selection and Assessment, 14(4), 317–335. doi:10.1111/j.1468–2389.2006.00354.x.CrossRefGoogle Scholar
Bloom, B. S. (1984). The 2 sigma problem: The search for methods of group instruction as effective as one-to-one tutoring. Educational Researcher, 13(6), 4–16. doi:10.2307/1175554.CrossRefGoogle Scholar
Boyce, A. S., Conway, J. S., Caputo, P. M., & Huber, C. R. (2015). Development of the adaptive employee personality test (ADEPT-15TM). Paper Presented at the 2015 Conference of the International Personnel Assessment Council, Atlanta, GA.
Brown, A. (2016). Item response models for forced-choice questionnaires: A common framework. Psychometrika, 81(1), 135–160. doi:10.1007/s11336-014–9434-9.CrossRefGoogle ScholarPubMed
Brown, A., Inceoglu, I., & Lin, Y. (2017). Preventing rater biases in 360-degree feedback by forcing choice. Organizational Research Methods, 20(1), 121–148. doi:10.1177/1094428116668036.CrossRefGoogle Scholar
Brown, A. & Maydeu-Olivares, A. (2011). Item response modeling of forced-choice questionnaires. Educational & Psychological Measurement, 71(3), 460–502. doi:10.1177/0013164410375112.CrossRefGoogle Scholar
Brown, A. & Maydeu-Olivares, A. (2013). How IRT can solve problems of ipsative data in forced-choice questionnaires. Psychological Methods, 18(1), 36–52. doi:10.1037/a0030641.CrossRefGoogle ScholarPubMed
Carroll, J. B. (1993). Human cognitive abilities: A survey of factor-analytic studies. New York, NY: Cambridge University Press.CrossRefGoogle Scholar
Chen, C., Lee, H., & Chen, Y. (2005). Personalized e-learning system using item response theory. Computers & Education, 44(3), 237–255.CrossRefGoogle Scholar
Cheung, M. W. L., & Chan, W. (2002). Reducing uniform response bias with ipsative measurement in multiple-group confirmatory factor analysis. Structural Equation Modeling: A Multidisciplinary Journal, 9(1), 55–77. doi:10.1207/S15328007SEM0901_4.CrossRefGoogle Scholar
Christiansen, N. D., Burns, G. N., & Montgomery, G. E. (2005). Reconsidering forced-choice item formats for applicant personality assessment. Human Performance, 18(3), 267–307. doi:10.1207/s15327043hup1803_4.CrossRefGoogle Scholar
Corno, L. (2008). On teaching adaptively. Educational Psychologist, 43(3), 161–173. doi:10.1080/00461520802178466.CrossRefGoogle Scholar
Costa, P. T. Jr., & McCrae, R. R. (1992). Revised NEO personality inventory (NEO–PI–R) and NEO five-factor inventory (NEO–FFI) professional manual. Odessa, FL: Psychological Assessment Resources.Google Scholar
Daniels, J. A., Spero, R. A., Leonard, J. M., & Schimmel, C. J. (2015). A content analysis of military psychology: 2002–2014. Military Pschology, 27(6), 366–375.CrossRefGoogle Scholar
De Boeck, P. (2017). Interwovenness of response time and response accuracy in cognitive tests. Paper Presented at the 82nd International Meeting of the Psychometric Society, Zurich, Switzerland.
Drasgow, F., Stark, S., Chernyshenko, O. S., Nye, C. D., Hulin, C. L., & White, L. A. (2012). Development of the tailored adaptive personality assessment system (TAPAS) to support army selection and classification decisions (tech. rep. no. 1311). Arlington, VA: U.S. Army Research Institute for the Behavioral and Social Sciences.CrossRefGoogle Scholar
Embretson, S., & Reise, S. (2000). Item response theory for psychologists. Mahwah, NJ: Lawrence Erlbaum Associates.Google Scholar
Fetzer, M. (2009, April). Validity and utility of computer adaptive testing in personnel selection. Symposium presented at the annual meeting for the Society for Industrial and Organizational Psychology. New Orleans, LA.CrossRef
Gartner (2015). www.gartner.com/newsroom/id/3088221. Retrieved on December 20, 2015.
Georgiadou, E., Triantafillou, E., & Economides, A. A. (2007). A review of item exposure control strategies for computerized adaptive testing developed from 1983 to 2005. The Journal of Technology, Learning, and Assessment, 5(8), 3–38.Google Scholar
Goldberg, B., Brawner, K., Sottilare, R., Tarr, R., Billings, D. R., & Malone, N. (2012). Use of evidence-based strategies to enhance the extensibility of adaptive tutoring technologies. Interservice/Industry Training, Simulation, and Education Conference (I/ITSEC), Orlando, FL.
Grelle, D., Gutierrez, S. L., & Fetzer, M. (2010, June). Validity of CAT in Personnel Selection. Presented at the Annual Meeting of the International Association of Computer Adaptive Testing, Arnhem, Netherlands.
Gutierrez, S. L. (2011, October). Perceptions of fairness and opportunity to perform on CAT in personnel selection. Paper presented at the annual meeting of the International Associated of Computer Adaptive Testing, Pacific Grove, CA.
Gutierrez, S., Grelle, D., & Borneman, M. (2009, April). Computer Adaptive Measures of Cognitive Ability: Validity and Utility. Presented at the Annual Meeting of the Society of Industrial Organizational Psychologists, New Orleans, LA.
Han, K. T. (2012). SimulCAT: Windows software for simulating computerized adaptive test administration. Applied Psychological Measurement, 36(1), 64–66.CrossRefGoogle Scholar
Houston, J. S., Borman, W. C., Farmer, W. L., & Bearden, R. M. (2006). Development of the navy computer adaptive personality scales (NCAPS). (No. NPRST-TR-06–2). Millington, TN: Navy Personnel Research, Studies, and Technology Division, Bureau of Naval Personnel (NPRST/PERS-1).
Jackson, D. N., Wroblewski, V. R., & Ashton, M. C. (2000). The impact of faking on employment tests: Does forced choice offer a solution? Human Performance, 13(4), 371–388.CrossRefGoogle Scholar
Johnson, C. E., Wood, R., & Blinkhorn, S. F. (1988). Spuriouser and spuriouser: The use of ipsative personality tests. Journal of Occupational Psychology, 61(2), 153–162.CrossRefGoogle Scholar
Johnston, J. H., Goodwin, G., Moss, J., Sottilare, R., Ososky, S., Cruz, D. & Graesser, A. (2015). Effectiveness evaluation tools and methods for adaptive training and education in support of the US army learning model: Research outline. Retrieved from www.dtic.mil/get-tr-doc/pdf?AD=ADA621295.
Kantrowitz, T. M., Fetzer, M. S., & Dawson, C. R. (2011). Computer adaptive testing (CAT): A faster, smarter, and more secure approach to pre-employment testing. Journal of Business and Psychology, 26, 227–232.CrossRefGoogle Scholar
Kantrowitz, T. M. & Robie, C. (2011). Estimates of faking on computer adaptive and static personality assessments. In T. Kantrowitz (Chair) Innovations in Mitigating Faking on Personality Assessments. Paper presented at the annual meeting of the Society for Industrial and Organizational Psychology, Chicago, IL.
King, D., Ryan, A. M., Kantrowitz, T. M., Grelle, D., & Dainis, A. (2015). Mobile internet testing: An analysis of equivalence, individual differences, and reactions. International Journal of Selection and Assessment, 23, 382–394.CrossRefGoogle Scholar
Liu, M. T. & Yu, P. T. (2011). Aberrant learning achievement detection based on person-fit statistics in personalized e-learning systems. Educational Technology & Society, 14(1), 107–120.Google Scholar
Lu, Y. & Sireci, S. G. (2007). Validity issues in test speededness. Educational Measurement: Issues and Practice, 26(4), 29–37. doi:10.1111/j.1745–3992.2007.00106.x.CrossRefGoogle Scholar
Maynes, D. (2010). Research in test security: The latest research in test security data analysis. Symposium presented at the 11th annual conference of the Association of Test Publishers, Orlando, FL.
McGrew, K. S. (1997). Analysis of the major intelligence batteries according to a proposed comprehensive Gf–Gc framework. In Flanagan, D. P., Genshaft, J. L. & Harrison, P. L. (Eds.), Contemporary intellectual assessment: Theories, tests, and issues (pp. 151–179). New York, NY: Guilford.Google Scholar
Moclaire, C., Middleton, E., Fox, B., Foster, C., & Prettyman, T. (2012). Balancing security and efficiency in limited-size computer adaptive test libraries. Poster presented at the annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA.
Ozer, D. J. & Benet-Martínez, V. (2006). Personality and the prediction of consequential outcomes. Annual Review of Psychology, 57, 401–421. doi:10.1146/annurev.psych.57.102904.190127.CrossRefGoogle ScholarPubMed
Reckase, M. D. (2009). Multidimensional item response theory. New York, NY: Springer.CrossRefGoogle Scholar
Roberts, B. W., Kuncel, N. R., Shiner, R., Caspi, A., & Goldberg, L. R. (2007). The power of personality: The comparative validity of personality traits, socioeconomic status, and cognitive ability for predicting important life outcomes. Perspectives on Psychological Science (Wiley-Blackwell), 2(4), 313–345. doi:10.1111/j.1745–6916.2007.00047.x.CrossRefGoogle ScholarPubMed
Sawtooth Software, Inc. ACBC technical paper [Sawtooth Software technical paper series]. Sequim (WA): Sawtooth Software, Inc., 2009 [online]. Retrieved August 15, 2017, from www.sawtoothsoftware.com/download/techpap/acbctech. Pdf.
Schmidt, F., & Hunter, J. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262–274.CrossRefGoogle Scholar
Schneider, R. J., McLellan, R. A., Kantrowitz, T. M., Houston, J. S., & Borman, W. C. (2009). Criterion-related validity of an innovative CAT-based personality measure. Proceedings from the GMAC Conference on Computerized Adaptive Testing.
Segall, D. O. (1996). Multidimensional adaptive testing. Psychometrika, 61(2), 331–354. doi:10.1007/BF02294343.CrossRefGoogle Scholar
Seo, D. G. & Weiss, D. J. (2015). Best design for multidimensional computerized adaptive testing with the bifactor model. Educational and Psychological Measurement, 75(6), 954–978. doi:10.1177/0013164415575147.CrossRefGoogle ScholarPubMed
SHL. (2009–2014). Global personality inventory – adaptive: Technical manual. Surrey, UK: SHL.
SHL. (2016). Apta™ architecture technical manual. Surrey, UK: SHL.
Smittle, P. (1993). Computer adaptive testing: A new era. Journal of Development Education, 17, 8–10.Google Scholar
Snow, R. E. (1997). Individual differences. In Tennyson, R. D., Schott, F., Seel, N. M., & Dijkstra, S. (Eds.), Instructional design: International perspectives (vol. 1, pp. 215–242). Mahwah, NJ: Lawrence Erlbaum Associates.Google Scholar
Stark, S. & Chernyshenko, O. S. (2007). Adaptive testing with the multi-unidimensional pairwise preference model. Proceedings of the 2007 GMAC Conference on Computerized Adaptive Testing, Minneapolis, MN.
Stark, S. & Chernyshenko, O. S. (2011). Computerized adaptive testing with the Zinnes and Griggs pairwise preference ideal point model. International Journal of Testing, 11(3), 231–247. doi:10.1080/15305058.2011.561459.CrossRefGoogle Scholar
Stark, S., Chernyshenko, O. S., Drasgow, F., & White, L. A. (2012). Adaptive testing with multidimensional pairwise preference items: Improving the efficiency of personality and other noncognitive assessments. Organizational Research Methods, 15(3), 463–487. doi:10.1177/1094428112444611.CrossRefGoogle Scholar
Stark, S., Chernyshenko, O. S., Drasgow, F., Nye, C. D., White, L. A., Heffner, T., & Farmer, W. L. (2014). From ABLE to TAPAS: A new generation of personality tests to support military selection and classification decisions. Military Psychology, 26(3), 153–164. doi:10.1037/mil0000044.CrossRefGoogle Scholar
Sullivan, J. (2014). The power has shifted to the candidate, so current recruiting practices will stop working. Retrieved December 20, 2015, from www.eremedia.com/ere/the-power-has-shifted-to-the-candidate-so-current-recruiting-practices-will-stop-working
Tippins, N. T. (2009). Internet alternatives to traditional proctored testing: Where are we now? Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 2–10.CrossRefGoogle Scholar
Training. (2016). 2016 training industry report. Retrieved from https://trainingmag.com/trgmag-article/2o16-training-industry-report.
van Buuren, N., & Eggen, T. J. H. M. (2017). Latent-class-based item selection for computerized adaptive progress tests. Journal of Computerized Adaptive Testing, 5(2), 22–43. Retrieved from http://iacat.org/jcat/index.php/jcat/article/view/62/29.CrossRefGoogle Scholar
van der Linden, W. J. (2009). Conceptual issues in response-time modeling. Journal of Educational Measurement, 46(3), 247–272. doi:10.1111/j.1745–3984.2009.00080.x.CrossRefGoogle Scholar
van der Linden, W. J., & Pashley, P. J. (2000). Item selection and ability estimation in adaptive testing. In van der Linden, W. J., & Glas, G. A. W. (Eds.), Computerized adaptive testing: Theory and practice (pp. 1–25). Dordrecht: Springer Netherlands. doi:10.1007/0–306-47531–6_1.CrossRefGoogle Scholar
VanLehn, K. (2011). The relative effectiveness of human tutoring, intelligent tutoring systems, and other tutoring systems. Educational Psychologist, 46(4), 197–221. doi:10.1080/00461520.2011.611369.CrossRefGoogle Scholar
Veerkamp, W. J. J. & Berger, M. P. F. (1997). Some new item selection criteria for adaptive testing. Journal of Educational and Behavioral Statistics, 22(2), 203–226. doi:10.2307/1165378.CrossRefGoogle Scholar
Veldkamp, B. P. (2016). On the issue of item selection in computerized adaptive testing with response times. Journal of Educational Measurement, 53(2), 212–228. doi:10.1111/jedm.12110.CrossRefGoogle Scholar
Vogel-Walcutt, J., Ross, K. G., Phillips, J. K., & Stensrud, B. (2016). Improving the efficiency and effectiveness of adaptive training: Using developmental models as a framework and foundation for human-centred instructional design. Theoretical Issues in Ergonomics Science, 17(2), 127–148. doi:10.1080/1463922X.2015.1111460.CrossRefGoogle Scholar
Weiss, D. J. (1982). Improving measurement quality and efficiency with adaptive testing. Applied Psychological Measurement, 6(4), 473–492. doi:10.1177/014662168200600408.CrossRefGoogle Scholar
Weiss, D. J. & Kingsbury, G. G. (1984). Application of computerized adaptive testing to educational problems. Journal of Educational Measurement, 21(4), 361–375. doi:10.1111/j.1745–3984.1984.tb01040.x.CrossRefGoogle Scholar
Albuquerque, J., Bittencourt, I.I., Coelho, J. A. P.M., & Silva, A. P. (2017). Does gender stereotype threat in gamified educational environments cause anxiety? An experimental study. Computers & Education, 115, 161–170.CrossRefGoogle Scholar
Anderson, P. H. & Lawton, L. (2009). Business simulations and cognitive learning. Simulation & Gaming, 40(2), 193–216.CrossRefGoogle Scholar
Apperley, T. H. (2006). Genre and game studies: Toward a critical approach to video game genres. Simulation & Gaming, 37(1), 6–23.CrossRefGoogle Scholar
Arctic Shores (n.d.). People insights from game technology. Retrieved from www.arcticshores.com/.
Armstrong, M. B., Ferrell, J. Z., Collmus, A. B., & Landers, R. N. (2016). Correcting misconceptions about gamification of assessment: More than SJTs and badges. Industrial and Organizational Psychology, 9(3), 671–677.CrossRefGoogle Scholar
Armstrong, M. B., Landers, R. N., & Collmus, A. B. (2015). Gamifying recruitment, selection, training, and performance management. In Gangadharbatla, H. & Davis, D. (Eds.), Emerging research and trends in gamification (pp. 140–165). Hershey, PA: Information Science Reference.Google Scholar
Arthur, W., Doverspike, D., Muñoz, G. J., Taylor, J. E., & Carr, A. E. (2014). The use of mobile devices in high-stakes remotely delivered assessments and testing. International Journal of Selection and Assessment, 22(2), 113–123.CrossRefGoogle Scholar
Ashton, M. C. & Lee, K. (2001). A theoretical basis for the major dimensions of personality. European Journal of Personality, 15(5), 327–353.CrossRefGoogle Scholar
Ashton, M. C. & Lee, K. (2007). Empirical, theoretical, and practical advantages of the HEXACO model of personality structure. Personality and Social Psychology Review, 11(2), 150–166.CrossRefGoogle ScholarPubMed
Avolio, B. J., Waldman, D. A., & Einstein, W. O. (1988). Transformational leadership in a management game simulation: Impacting the bottom line. Group & Organization Management, 13(1), 59–80.Google Scholar
Bainbridge, W. S. (2012). The warcraft civilization: Social science in a virtual world. Cambridge, MA: MIT Press.Google Scholar
Baniqued, P. L., Lee, H., Voss, M. W., Basak, C., Cosman, J. D., DeSouza, S., Severson, J., Salthouse, T.A., & Kramer, A. F. (2013). Selling points: What cognitive abilities are tapped by casual video games? Acta Psychologica, 142(1), 74–86.CrossRefGoogle ScholarPubMed
Barrick, M. R. & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1–26.CrossRefGoogle Scholar
Barrick, M. R. & Mount, M. K. (2012). Nature and Use of Personality in Selection. In Schmitt, N. (Ed.), The oxford handbook of personnel assessment and selection (pp. 225–251). New York, NY: Oxford University Press.Google Scholar
Bartle, R. A. (1996). Hearts, clubs, diamonds, spades: Players who suit MUDs. Journal of MUD Research, 1(1), 19.Google Scholar
Bateman, C. & Nacke, L. E. (2010). The neurobiology of play. Proceedings of the International Academic Conference on the Future of Game Design and Technology – Futureplay ’10.CrossRef
Baumert, A., Schlösser, T., & Schmitt, M. (2014). Economic games. European Journal of Psychological Assessment, 30(3), 178–192.CrossRefGoogle Scholar
Bean, A. M., Ferro, L. S., Vissoci, J. R., Rivero, T., & Groth-Marnat, G. (2016). The emerging adolescent World of Warcraft video gamer: A five factor exploratory profile model. Entertainment Computing, 17, 45–54.CrossRefGoogle Scholar
Bedwell, W. L., Pavlas, D., Heyne, K., Lazzara, E. H., & Salas, E. (2012). Toward a taxonomy linking game attributes to learning: An empirical study. Simulation and Gaming, 43(6), 729–760.CrossRefGoogle Scholar
Boot, W. R., Blakely, D. P., & Simons, D. J. (2011). Do action video games improve perception and cognition? Frontiers in Psychology, 2(226) 1–6.CrossRefGoogle ScholarPubMed
Boyle, E. (2014). Psychological aspects of serious games. In Connolly, T., Hainey, T., Boyle, E., Baxter, G., & Moreno-Ger, P. (Eds.), Psychology, pedagogy, and assessment in serious games (pp. 1–18). Hershey, PA: Information Science Reference.Google Scholar
Braun, B., Stopfer, J. M., Müller, K. W., Beutel, M. E., & Egloff, B. (2016). Personality and video gaming: Comparing regular gamers, non-gamers, and gaming addicts and differentiating between game genres. Computers in Human Behavior, 55, 406–412.CrossRefGoogle Scholar
Breaugh, J. A. (2009). The use of biodata for employee selection: Past research and future directions. Human Resource Management Review, 19(3), 219–231.CrossRefGoogle Scholar
Bruk-Lee, V., Lanz, J., Drew, E. N., Coughlin, C., Levine, P., Tuzinski, K., & Wrenn, K. (2016). Examining applicant reactions to different media types in character-based simulations for employee selection. International Journal of Selection and Assessment, 24(1), 77–91.CrossRefGoogle Scholar
Buford, C. C. & O’leary, B. J. (2015). Assessment of fluid intelligence utilizing a computer simulated game. International Journal of Gaming and Computer-Mediated Simulations, 7(4), 1–17.CrossRefGoogle Scholar
Campbell, V. L. (1987). Strong-Campbell interest inventory, fourth edition. Journal of Counseling & Development, 66(1), 53–56.CrossRefGoogle Scholar
Carroll, J. B. (1993). Human cognitive abilities: A survey of factor-analytic studies. Cambridge: Cambridge University Press.CrossRefGoogle Scholar
Cardador, M. T., Northcraft, G. B. & Whicker, J. (2017). A theory of work gamification: Something old, something new, something borrowed, something cool? Human Resource Management Review, 27, 353–365.CrossRefGoogle Scholar
Cassady, J. C. & Johnson, R. E. (2002). Cognitive test anxiety and academic performance. Contemporary Educational Psychology, 27(2), 270–295.CrossRefGoogle Scholar
Castel, A. D., Pratt, J., & Drummond, E. (2005). The effects of action video game experience on the time course of inhibition of return and the efficiency of visual search. Acta Psychologica, 119(2), 217–230.CrossRefGoogle ScholarPubMed
Casual Games Association. (n.d.). CGA | Casual Games Association. Retrieved from www.cga.global/.
CESIM. (n.d.). Business Simulation Games. Retrieved from www.cesim.com/.
Chamorro-Premuzic, T., Winsborough, D., Sherman, R. A., & Hogan, R. (2016). New talent signals: Shiny new objects or a brave new world? Industrial and Organizational Psychology, 9(3), 621–640.CrossRefGoogle Scholar
Cheema, A. & Bagchi, R. (2011). The effect of goal visualization on goal pursuit: Implications for consumers and managers. Journal of Marketing, 75, 109–123.CrossRefGoogle Scholar
Chin, F. B., Blair, K. P., & Schwartz, D. L. (2016). Got game? A choice-based learning assessment of data literacy and visualization skills. Technology, Knowledge, and Learning 21, 195–210.CrossRefGoogle Scholar
Clark, K., Fleck, M. S., & Mitroff, S. R. (2011). Enhanced change detection performance reveals improved strategy use in avid action video game players. Acta Psychologica, 136(1), 67–72.CrossRefGoogle ScholarPubMed
Collmus, A. B., Armstrong, M. B., & Landers, R. N. (2016). Game-thinking within social media to recruit and select job candidates. In Landers, R. N. & Schmidt, G. B. (Eds.), Social media in employee recruitment and selection (pp. 103–126). Cham, Switzerland: Springer.Google Scholar
Collmus, A. B. & Landers, R. N. (April 2015). Game narrative in personality assessment: The development of a scale. Presented at Virginia Psychological Association’s Spring Convention and Education Conference, Virginia Beach, VA.
Conlin, L. D., Chin, D. B., Blair, K. P., Cutumisu, M., & Schwartz, D. L. (2015). Guardian angels of our better nature: Finding evidence of the benefits of design thinking. In Proceedings of the American Society for Engineering Education, June 2015, Seattle, WA.CrossRef
Connolly, T. M., Hainey, Boyle, Baxter, , & Moreno-Ger, P. (2014). Psychology, pedagogy, and assessment in serious games. Hershey, PA: Information Science Reference.CrossRefGoogle Scholar
Connors, B. L., Rende, R., & Colton, T. J. (2016). Beyond self-report: Emerging methods for capturing individual differences in decision-making process. Frontiers in Psychology, 7.CrossRefGoogle ScholarPubMed
Conrad, F. G., Couper, M. P., Tourangeau, R., & Peytchev, A. (2010). The impact of progress indicators on task completion. Interacting with Computers, 22(5), 417–427.CrossRefGoogle ScholarPubMed
Costa, P. T. & McCrae, R. R. (1992). NEO personality inventory-revised (NEO PI-R). Odessa, FL: Psychological Assessment Resources.
Cucina, J. M., Su, C., Busciglio, H. H., Thomas, P. H., & Peyton, S. T. (2015). Video-based testing: A high-fidelity job simulation that demonstrates reliability, validity, and utility. International Journal of Selection and Assessment, 23(3), 197–209.CrossRefGoogle Scholar
Cutumisu, M., Blair, K. P., Chin, D. B., & Schwartz, D. L. (2015). Posterlet: A game-based assessment of children’s choices to seek feedback and to revise. Journal of Learning Analytics, 2(1), 49–71.CrossRefGoogle Scholar
Dickey, M. D. (2007). Game design and learning: A conjectural analysis of how massively multiple online role-playing games (MMORPGs) foster intrinsic motivation. Educational Technology Research and Development, 55(3), 253–273.CrossRefGoogle Scholar
Dickinson, J. R. (2014). A mathematical law for assessing outcome values of games. Simulation & Gaming, 45(3), 318–331.CrossRefGoogle Scholar
Downes-Le Guin, T., Baker, R., Mechling, J., & Ruyle, E. (2012). Myths and realities of respondent engagement in online surveys. International Journal of Market Research, 54(5), 613–633.CrossRefGoogle Scholar
Duplaga, M. (2017). Digital divide among people with disabilities: Analysis of data from a nationwide study for determinants of internet use and activities performed online. PLoS One, 12(6), e0179825.CrossRefGoogle ScholarPubMed
ETC. (n.d.). Simulating environments for training, testing, and research and development. Retrieved from www.etcusa.com/.
Fetzer, M. (2015). Serious games for talent selection and development. The Industrial-Organizational Psychologist, 52, 117–125.Google Scholar
Finkelstein, M. A. & Penner, L. A. (2004). Predicting organizational citizenship behavior: Integrating the functional and role identity approaches. Social Behavior and Personality: An International Journal, 32(4), 383–398.CrossRefGoogle Scholar
Fleming, J., Becker, K., & Newton, C. (2017). Factors for successful e-learning: Does age matter? Education + Training, 59(1), 76–89.CrossRefGoogle Scholar
Gallagher, A. G., Ritter, E. M., Champion, H., Higgins, G., Fried, M. P., Moses, G., Smith, C. D., & Satava, R. M. (2005). Virtual reality simulation for the operating room. Annals of Surgery, 241(2), 364–372.CrossRefGoogle Scholar
Geimer, J. L. & O’Shea, P. G. (May, 2014). Design Considerations to Maximize the Utility of Gamification for Selection. Presentation as part of the Challenges and Innovations of Using Game-Like Assessments in Selection. Symposium presented at the 29th Annual meeting of the Society for Industrial-Organizational Psychology. Honolulu, HI.
Gibbons, C. J. (2017). Turning the page on pen-and-paper questionnaires: Combining ecological momentary assessment and computer adaptive testing to transform psychological assessment in the 21st century. Frontiers in Psychology, 7(1933), 1–4.CrossRefGoogle ScholarPubMed
Gnambs, T. & Appel, M. (2017). Is computer gaming associated with cognitive abilities? A population study among German adolescents. Intelligence, 61, 19–28.CrossRefGoogle Scholar
Goldberg, L. R. (1993). The structure of phenotypic personality traits. American Psychologist, 48(1), 26–34.CrossRefGoogle ScholarPubMed
Graham, L. T. & Gosling, S. D. (2013). Personality profiles associated with different motivations for playing World of Warcraft. Cyberpsychology, Behavior, and Social Networking, 16(3), 189–193.CrossRefGoogle ScholarPubMed
Greco, M., Baldissin, N., & Nonino, F. (2013). An exploratory taxonomy of business games. Simulation & Gaming, 44(5), 645–682.CrossRefGoogle Scholar
Green, C. S., Sugarman, M. A., Medford, K., Klobusicky, E., & Bavelier, D. (2012). The effect of action video game experience on task-switching. Computers in Human Behavior, 28(3), 984–994.CrossRefGoogle ScholarPubMed
Griffith, J. L., Voloschin, P., Gibb, G. D., & Bailey, J. R. (1983). Differences in eye-hand motor coordination of video-game users and non-users. Perceptual and Motor Skills, 57(1), 155–158.CrossRefGoogle ScholarPubMed
Grossman, R., Heyne, K., & Salas, E. (2015). Game and simulation-based approaches to training. In Kraiger, K., Passmore, J., dos Santos, N. R., Malvezzi, S., Kraiger, K., Passmore, J., … Malvezzi, S. (Eds.), The Wiley Blackwell handbook of the psychology of training, development, and performance improvement (pp. 205–223). Malden, MA:Wiley-Blackwell.Google Scholar
Hainey, T., Connolly, T. M., Chaudy, Y., Boyle, E., Beeby, R., & Soflano, M. (2014). Assessment Integration in Serious Games. In Connolly, T., Hainey, T., Boyle, E., Baxter, G., & Moreno-Ger, P. (Eds.), Psychology, pedagogy, and assessment in serious games (pp. 317–341). Hershey, PA: Information Science Reference.CrossRefGoogle Scholar
Hainey, T., Connolly, T., Stansfield, M., & Boyle, E. (2011). The differences in motivations of online game players and offline game players: A combined analysis of three studies at higher education level. Computers & Education, 57(4), 2197–2211.CrossRefGoogle Scholar
Hamari, J. (2017). Do badges increase user activity? A field experiment on the effects of gamification. Computers in Human Behavior, 71, 469–478.CrossRefGoogle Scholar
Howland, A. C., Rembisz, R., Wang-Jones, T. S., Heise, S. R., & Brown, S. (2015). Developing a virtual assessment center. Consulting Psychology Journal: Practice and Research, 67(2), 110–126.CrossRefGoogle Scholar
Hurtz, G. M. & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85(6), 869–879.CrossRefGoogle ScholarPubMed
Hwang, H. & Nam, S. (2017). The digital divide experienced by older consumers in smart environments. International Journal of Consumer Studies, 41(5), 501–508.CrossRefGoogle Scholar
Iddekinge, C. H., Roth, P. L., Raymark, P. H., & Odle-Dusseau, H. N. (2012). The criterion-related validity of integrity tests: An updated meta-analysis. Journal of Applied Psychology, 97(3), 499–530.CrossRefGoogle ScholarPubMed
Illingworth, A. J., Morelli, N. A., Scott, J. C., & Boyd, S. L. (2015). Internet-based, unproctored assessments on mobile and non-mobile devices: Usage, measurement equivalence, and outcomes. Journal of Business and Psychology, 30(2), 325–343.CrossRefGoogle Scholar
Industrial Training International. (n.d). Virtual Reality Crane & Rigging Simulations. Retrieved from www.iti.com/vr.
Job Simulator. (2016). Owlchemy Labs. Retrieved from http://jobsimulatorgame.com/.
Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The big five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52(3), 621–652.CrossRefGoogle Scholar
Kahn, A. S., Shen, C., Lu, L., Ratan, R. A., Coary, S., Hou, J., Meng, J., Osborn, J., & Williams, D. (2015). Trojan player typology: A cross-genre, cross-cultural, behaviorally validated scale of video game play motivations. Computers in Human Behavior, 49, 354–361.CrossRefGoogle Scholar
Kalinoski, Z. T. (April, 2017). Empowering Job Seekers by Gamifying the Recruitment and Selection Process. Presentation as part of the Serious Assessment Games and Gamified Assessment: Emerging Evidence Symposium presented at the 32nd Annual meeting of the Society for Industrial-Organizational Psychology. Orlando, FL.
Károlyi, C. V. (2013). From Tesla to Tetris: Mental rotation, vocation, and gifted education. Roeper Review, 35(4), 231–240.CrossRefGoogle Scholar
Kaye, L. K. & Pennington, C. R. (2016). “Girls can’t play”: The effects of stereotype threat on females’ gaming performance. Computers in Human Behavior, 59, 202–209.CrossRefGoogle Scholar
Kipnis, D. (1962). A noncognitive correlate of performance among lower aptitude men. Journal of Applied Psychology, 46(1), 76–80.CrossRefGoogle Scholar
Kipnis, D. & Glickman, A. S. (1962). The prediction of job performance. Journal of Applied Psychology, 46(1), 50–56.CrossRefGoogle Scholar
Klein, R. D. & Fleck, R. A. (1990). International business simulation/gaming: An assessment and review. Simulation & Gaming, 21(2), 147–165.CrossRefGoogle Scholar
Knack. (n.d) Knack for unlocking the world’s potential. Retrieved from www.knack.it/.
Kubisiak, C., Stewart, R. W., Thornbury, E. E., & Moye, N. (May, 2014). Development of PDRI’s Learning Agility Simulation. Presentation as part of the Challenges and Innovations of Using Game-Like Assessments in Selection. Symposium presented at the 29th Annual meeting of the Society for Industrial-Organizational Psychology. Honolulu, HI
Kvist, A. V. & Gustafsson, J. (2008). The relation between fluid intelligence and the general factor as a function of cultural background: A test of Cattell’s investment theory. Intelligence, 36(5), 422–436.CrossRefGoogle Scholar
Lamont, R. A., Swift, H. J., & Abrams, D. (2015). A review and meta-analysis of age-based stereotype threat: Negative stereotypes, not facts, do the damage. Psychology and Aging, 30(1), 180–193.CrossRefGoogle Scholar
Landers, R. N. (2014). Developing a theory of gamified learning: Linking serious games and gamification of learning. Simulation & Gaming, 45(6), 752–768.CrossRefGoogle Scholar
Landers, R. N. (2015). Guest editorial preface: Special issue on assessing human capabilities in video games and simulations. International Journal of Gaming and Computer-Mediated Simulations, 7, iv-viii.Google Scholar
Landers, R. N. (April, 2017). Serious Assessment Games and Gamified Assessment: Emerging Evidence. Symposium presented at the 32nd Annual meeting of the Society for Industrial-Organizational Psychology. Orlando, FL.
Landers, R. N. & Armstrong, M. B. (2017). Enhancing instructional outcomes with gamification: An empirical test of the technology-enhanced training effectiveness model. Computers in Human Behavior, 71, 499–507.CrossRefGoogle Scholar
Landers, R. N., Armstrong, M. B., Collmus, A. B., Mujcic, S. & Blaik, J. A. (April, 2017). Empirical Validation of a General Cognitive Ability Assessment Game. Presentation as part of the Serious Assessment Games and Gamified Assessment: Emerging Evidence Symposium presented at the 32nd Annual meeting of the Society for Industrial-Organizational Psychology. Orlando, FL
Landers, R. N., Bauer, K. N., & Callan, R. C. (2017). Gamification of task performance with leaderboards: A goal setting experiment. Computers in Human Behavior, 71, 508–515.CrossRefGoogle Scholar
Lang, J. W., Kersting, M., Hülsheger, U. R., & Lang, J. (2010). General mental ability, narrower cognitive abilities, and job performance: The perspective of the nested-factors model of cognitive abilities. Personnel Psychology, 63(3), 595–640.CrossRefGoogle Scholar
Latham, A. J., Patston, L. L., & Tippett, L. J. (2013). The virtual brain: 30 years of video-game play and cognitive abilities. Frontiers in Psychology, 4(629), 1–10.CrossRefGoogle ScholarPubMed
Lavelle, J. J. (2010). What motivates OCB? Insights from the volunteerism literature. Journal of Organizational Behavior, 31(6), 918–923.CrossRefGoogle Scholar
Lawrence, A. D. & Kinney, T. B. (2017) Mobile Devices and Selection. SIOP White Paper Series. Visibility Committee Society for Industrial and Organizational Psychology, Bowling Green OH.
Lewis, C. & Wardrip-Fruin, N. (2010). Mining game statistics from web services. Proceedings of the Fifth International Conference on the Foundations of Digital Games – FDG ’10.CrossRef
Li, L., Chen, R., & Chen, J. (2016). Playing action video games improves visuomotor control. Psychological Science, 27(8), 1092–1108.CrossRefGoogle ScholarPubMed
Lievens, F. & De Soete, B. (2012). Simulations. In Schmitt, N. (Ed.), The oxford handbook of personnel assessment and selection (pp. 383–410). New York, NY: Oxford University Press.Google Scholar
Lievens, F. & Patterson, F. (2011). The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection. Journal of Applied Psychology, 96(5), 927–940.CrossRefGoogle ScholarPubMed
Littman-Ovadia, H. & Lavy, S. (2016). Going the extra mile: Perseverance as a key character strength at work. Journal of Career Assessment, 24(2), 240–252.CrossRefGoogle Scholar
Liu, M., Huang, Y., & Zhang, D. (2018). Gamification’s impact on manufacturing: Enhancing job motivation, satisfaction, and operational performance with smartphone based gamified job-design. Human Factors and Ergonomics in Manufacturing and Service Industries, 28(1), 38–51.CrossRefGoogle Scholar
Macan, T. (2009). The employment interview: A review of current studies and directions for future research. Human Resource Management Review, 19(3), 203–218.CrossRefGoogle Scholar
Marczewski, A. (April, 2017). The Periodic Table of Gamification Elements. Retrieved from: www.gamified.uk/2017/04/03/periodic-table-gamification-elements/.
Mavridis, A. & Tsiatsos, T. (2016). Game-based assessment: Investigating the impact on test anxiety and exam performance. Journal of Computer Assisted Learning, 33(2), 137–150.CrossRefGoogle Scholar
McGrew, K. S. (2005). The Cattell-Horn-Carroll theory of cognitive abilities. In Flanagan, D. P. & Harrison, P. L. (Eds.), Contemporary intellectual assessment: Theories, tests, and issues (pp. 151–179). New York, NY: Guilford Press.Google Scholar
Medina, J. M., Wong, W., Diaz, J. A., & Colonius, H. (2015). Advances in modern mental chronometry. Frontiers in Human Neuroscience, 9(256), 1–3.CrossRefGoogle ScholarPubMed
Mekler, E. D., Brühlmann, F., Tuch, A. N., & Opwis, K. (2017). Towards understanding the effects of individual gamification elements on intrinsic motivation and performance. Computers in Human Behavior, 71, 525–534. doi: 10.1016/j.chb.2015.08.048.CrossRefGoogle Scholar
Merel, T. (January, 2017). The reality of VR/AR growth. Retrieved from https://techcrunch.com/2017/01/11/the-reality-of-vrar-growth/.
Michael, D., & Chen, S. (2005). Serious games: Games that educate, train, and inform. Mason, OH: Course Technology.Google Scholar
Microsoft Gamerscore. (n.d.). Xbox Live Gamerscore Leaderboards Retrieved from www.xboxgamertag.com/leaderboards/.
Militello, L. G. & Hutton, R. J. (1998). Applied cognitive task analysis (ACTA): A practitioner’s toolkit for understanding cognitive task demands. Ergonomics, 41(11), 1618–1641.CrossRefGoogle ScholarPubMed
Moisala, M., Salmela, V., Hietajärvi, L., Carlson, S., Vuontela, V., Lonka, K., Hakkarainen, K., Salmela-Aro, K., & Alho, K. (2017). Gaming is related to enhanced working memory performance and task-related cortical activity. Brain Research, 1655, 204–215.CrossRefGoogle ScholarPubMed
Morrison, M. & Fontenla, M. (2013). Price convergence in an online virtual world. Empirical Economics, 44(3), 1053–1064.CrossRefGoogle Scholar
Moseley, A. (2014). A Case for Integration. In Connolly, T., Hainey, T., Boyle, E., Baxter, G., & Moreno-Ger, P. (Eds.), Psychology, Pedagogy, and Assessment in Serious Games (pp. 342–356). Hershey, PA: Information Science Reference.CrossRefGoogle Scholar
Motowidlo, S. J., Dunnette, M. D., & Carter, G. W. (1990). An alternative selection procedure: The low-fidelity simulation. Journal of Applied Psychology, 75(6), 640–647.CrossRefGoogle Scholar
Nacke, L. E., Bateman, C., & Mandryk, R. L. (2014). BrainHex: A neurobiological gamer typology survey. Entertainment Computing, 5(1), 55–62.CrossRefGoogle Scholar
Nagygyörgy, K., Urbán, R., Farkas, J., Griffiths, M. D., Zilahy, D., Kökönyei, G.,… Demetrovics, Z. (2013). Typology and sociodemographic characteristics of massively multiplayer online game players. International Journal of Human-Computer Interaction, 29(3), 192–200.CrossRefGoogle Scholar
Narayanan, D. Z., Samet, A. G., Blumgart, E. I., Yoo, J. J., Cohen, M. M., & Polli, F. E. (April, 2017). Gamification as a Platform to Reduce Bias. Presentation as part of the Serious Assessment Games and Gamified Assessment: Emerging Evidence Symposium presented at the 32nd Annual meeting of the Society for Industrial-Organizational Psychology. Orlando, FL.
Nelson, R. A. & Strachan, I. (2009). Action and puzzle video games prime different speed/accuracy tradeoffs. Perception, 38(11), 1678–1687.CrossRefGoogle ScholarPubMed
Niemelä-Nyrhinen, J. (2007). Baby boom consumers and technology: Shooting down stereotypes. Journal of Consumer Marketing, 24(5), 305–312.CrossRefGoogle Scholar
Norris, D. R. & Snyder, C. A. (1982). External validation of simulation games. Simulation & Gaming, 13(1), 73–85.CrossRefGoogle Scholar
Oh, I., Le, H., Whitman, D. S., Kim, K., Yoo, T., Hwang, J., & Kim, C. (2014). The incremental validity of honesty–humility over cognitive ability and the big five personality traits. Human Performance, 27(3), 206–224.CrossRefGoogle Scholar
Okagaki, L. & Frensch, P. A. (1994). Effects of video game playing on measures of spatial performance: Gender effects in late adolescence. Journal of Applied Developmental Psychology, 15(1), 33–58.CrossRefGoogle Scholar
Ones, D. S., Dilchert, S., & Viswesvaran, C. (2012). Cognitive Abilities. In Schmitt, N. (Ed.), The oxford handbook of personnel assessment and selection (pp. 179–224). New York, NY: Oxford University Press.Google Scholar
OSSO VR. (n.d.). Retrieved from http://ossovr.com/.
Owens, J. & Lilly, F. (2017). The influence of academic discipline, race, and gender on web-use skills among graduate-level students. Journal of Computing in Higher Education, 29(2), 286–308.CrossRefGoogle Scholar
Owlchemy Labs. (October 3, 2016). OwlchemyVR Mixed Reality Tech Part 1. Retrieved from http://owlchemylabs.com/owlchemyvr-mixed-reality-tech/.
PDRI, a CEB company. (n.d.). Retrieved from www.pdri.com/.
Park, G., Lubinski, D., & Benbow, C. P. (2007). Contrasting intellectual patterns predict creativity in the arts and sciences. Psychological Science, 18(11), 948–952.CrossRefGoogle ScholarPubMed
Pew Research Center. (January 12, 2017). Mobile Fact Sheet. Retrieved from www.pewinternet.org/fact-sheet/mobile/.
Popp, E. C. (May, 2014). Challenges and Innovations of Using Game-Like Assessments in Selection. Symposium presented at the 29th Annual meeting of the Society for Industrial-Organizational Psychology. Honolulu, HI.
Popp, E.C. (May, 2014). Addressing practical challenges in developing game-like assessments. Presentation as part of the Challenges and Innovations of Using Game-Like Assessments in Selection. Symposium presented at the 29th Annual meeting of the Society for Industrial-Organizational Psychology. Honolulu, HI.
Portal 2. (n.d) Portal 2 Perpetual Testing Initiative. Retrieved from www.thinkwithportals.com/index.php.
Prensky, M. (2001). Digital natives, digital immigrants part 1. On the Horizon, 9(5), 1–6.Google Scholar
Pymetrics. (n.d.). Play game s to find your ideal job and optimal career path. Retrieved from www.pymetrics.com/.
Quiroga, M. Á, Escorial, S., Román, F. J., Morillo, D., Jarabo, A., Privado, J., Hernandez, M., Gallego, B., & Colom, R. (2015). Can we reliably measure the general factor of intelligence (g) through commercial video games? Yes, we can! Intelligence, 53, 1–7.CrossRefGoogle Scholar
Quiroga, M. Á, Herranz, M., Gómez-Abad, M., Kebir, M., Ruiz, J., Herranz, M., & Colom, R. (2009). Video-games: Do they require general intelligence? Computers & Education, 53(2), 414–418.CrossRefGoogle Scholar
Quiroga, M. Á, Román, F. J., Catalán, A., Rodríguez, H., Ruiz, J., Herranz, M., Gomez-Abad, , & Colom, R. (2011). Videogame performance (not always) requires intelligence. International Journal of Online Pedagogy and Course Design, 1(3), 18–32.CrossRefGoogle Scholar
Rachman-Moore, D. & Kenett, R. S. (2006). The use of simulation to improve the effectiveness of training in performance management. Journal of Management Education, 30(3), 455–476.CrossRefGoogle Scholar
Raven, J., Raven, J. C., & Court, J. H. (2003). Manual for Raven’s progressive matrices and vocabulary scales. San Antonio, TX: Harcourt Assessment.Google Scholar
Revelian (n.d) Cognify Next generation psychometric testing Retrieved from www.revelian.com/
Richman-Hirsch, W. L., Olson-Buchannan, J. B., & Drasgow, F. (2000). Examining the impact of administration medium on examinee perceptions and attitudes. Journal of Applied Psychology, 85(6), 880–887.CrossRefGoogle Scholar
Rubenfire, A. (August 12, 2014). Can ‘World of Warcraft’ game skills help land a job? Retrieved from www.wsj.com/articles/can-warcraft-game-skills-help-land-a-job-1407885660.
Rufo-Tepper, R. (June 17, 2015). Using games for assessment. Retrieved from www.edutopia.org/blog/using-games-for-assessment-rebecca-rufo-tepper.
Sailer, M., Hense, J. U., Mayr, S. K., & Mandl, H. (2017). How gamification motivates: An experimental study of the effects of specific game design elements on psychological need satisfaction. Computers in Human Behavior, 69, 371–380.CrossRefGoogle Scholar
Schmidt, F. L. & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274.CrossRefGoogle Scholar
Schmidt, F. L. & Hunter, J. (2004). General mental ability in the world of work: Occupational attainment and job performance. Journal of Personality and Social Psychology, 86(1), 162–173.CrossRefGoogle ScholarPubMed
Sears, G. J., Zhang, H., Wiesner, W. H., Hackett, R. D., & Yuan, Y. (2013). A comparative assessment of videoconference and face-to-face employment interviews. Management Decision, 51(8), 1733–1752.CrossRefGoogle Scholar
Shipley, W. C., Gruber, C. P., Martin, T. A., & Klein, A. M. (2012). Shipley-2 Manual. Los Angeles, CA: Western Psychological Services.Google Scholar
Short, E., Weidner, N., & Sirabionian, M. (April, 2017). Exploring Workplace Relevant Correlates of World of Warcraft Achievements. Presentation as part of the Serious Assessment Games and Gamified Assessment: Emerging Evidence Symposium presented at the 32nd Annual meeting of the Society for Industrial-Organizational Psychology. Orlando, FL.
Shute, V. J. (2011). Stealth assessment in computer-based games to support learning. In Tobias, S. & Fletcher, J. D. (Eds.), Computer games and instruction (pp. 503–524). Charlotte, NC: Information Age Publishers.Google Scholar
Shute, V. J., D’mello, S., Baker, R., Cho, K., Bosch, N., Ocumpaugh, J., Ventura, M., & Almeda, V. (2015). Modeling how incoming knowledge, persistence, affective states, and in-game progress influence student learning from an educational game. Computers & Education, 86, 224–235.CrossRefGoogle Scholar
Shute, V. J., Wang, L., Greiff, S., Zhao, W., & Moore, G. (2016). Measuring problem solving skills via stealth assessment in an engaging video game. Computers in Human Behavior, 63, 106–117.CrossRefGoogle Scholar
Smith, A. (April 1, 2015). U.S. Smartphone Use in 2015. Retrieved from www.pewinternet.org/2015/04/01/us-smartphone-use-in-2015/.
Spector, P. E. (2012). Self-reports for employee selection. In Schmitt, N. & Schmitt, N. (Eds.), The Oxford handbook of personnel assessment and selection (pp. 443–461). New York, NY: Oxford University Press.Google Scholar
Sydell, E. J. & Cox Brodbeck, C. M. (May, 2014). The predictive power of game-like assessments compared to traditional tests. Presentation as part of the Challenges and Innovations of Using Game-Like Assessments in Selection. Symposium presented at the 29th Annual meeting of the Society for Industrial-Organizational Psychology. Honolulu, HI.
Sydell, L. (October 5, 2005). ‘Virtual’ Virus Sheds Light on Real-World Behavior. Retrieved from www.npr.org/templates/story/story.php?storyId=4946772.
Symphony Talent (n.d). Retrieved from www.symphonytalent.com/.
ThoroughTec (n.d). Mining, Military and Construction Simulators. Retrieved from www.thoroughtec.com/.
Thornton, G. C. & Gibbons, A. M. (2009). Validity of assessment centers for personnel selection. Human Resource Management Review, 19(3), 169–187.CrossRefGoogle Scholar
Tobias, S. & Fletcher, J. D. (2011). Computer games and instruction. Charlotte, NC: Information age Pub.Google Scholar
Turner, S. D. (December, 2016). Digital denied: The impact of systemic racial discrimination on home internet adoption. Retrieved from www.freepress.net/sites/default/files/resources/digital_denied_free_press_report_december_2016.pdf.
Ventura, M. & Shute, V. (2013). The validity of a game-based assessment of persistence. Computers in Human Behavior, 29(6), 2568–2572.CrossRefGoogle Scholar
Ventura, M., Shute, V., & Zhao, W. (2013). The relationship between video game use and a performance-based measure of persistence. Computers & Education, 60(1), 52–58.CrossRefGoogle Scholar
Vermeulen, L., Castellar, E. N., Janssen, D. Calvi, L., & Looy, J. V. (2016). Playing under threat. Examining stereotype threat in female game players. Computers in Human Behavior, 57, 377–387.CrossRefGoogle Scholar
Villado, A. J., Randall, J. G., & Zimmer, C. U. (2016). The effect of method characteristics on retest score gains and criterion-related validity. Journal of Business and Psychology, 31(2), 233–248.CrossRefGoogle Scholar
Virtual Aviation (n.d). Retrieved from www.virtualaviation.co.uk/.
Walker, J. (2017). “It keeps dropping out!”: The need to address the ongoing digital divide to achieve improved health and well‐being benefits for older rural Australians. Australasian Journal on Ageing, 36(4), 262–263.CrossRefGoogle ScholarPubMed
Wang, L., Shute, V., & Moore, G. R. (2015). Lessons learned and best practices of stealth assessment. International Journal of Gaming and Computer-Mediated Simulations, 7(4), 66–87.CrossRefGoogle Scholar
Wiggins, B. E. (2016). An overview and study on the use of games, simulations, and gamification in higher education. International Journal of Game-Based Learning, 6(1), 18–29.CrossRefGoogle Scholar
Wolfe, J. (1985). The teaching effectiveness of games in collegiate business courses: A 1973–1983 update. Simulation & Gaming, 16(3), 251–288.CrossRefGoogle Scholar
Wolfe, J. (2016). Assuring business school learning with games. Simulation & Gaming, 47(2), 206–227.CrossRefGoogle Scholar
Wolfe, J. & Roberts, C. R. (1986). The external validity of a business management game: A five-year longitudinal study. Simulation & Gaming, 17(1), 45–59.CrossRefGoogle Scholar
Wolfe, J. & Roberts, C. R. (1993). A further study of the external validity of business games: five-year peer group indicators. Simulation & Gaming, 24(1), 21–33.CrossRefGoogle Scholar
World of Warcraft (n.d). Retrieved from https://worldofwarcraft.com/en-us/.
Worth, N. C. & Book, A. S. (2014). Personality and behavior in a massively multiplayer online role-playing game. Computers in Human Behavior, 38, 322–330.CrossRefGoogle Scholar
Worth, N. C. & Book, A. S. (2015). Dimensions of video game behavior and their relationships with personality. Computers in Human Behavior, 50, 132–140.CrossRefGoogle Scholar
Yan, T., Conrad, F. G., Tourangeau, R. & Couper, M. P. (2011). Should I stay or should I go: The effects of progress feedback, promised task duration, and length of questionnaire on completing web surveys. International Journal of Public Opinion Research, 23(2), 131–147.CrossRefGoogle Scholar
Yee, N. (2006a). The demographics, motivations, and derived experiences of users of massively multi-user online graphical environments. Presence: Teleoperators and Virtual Environments, 15(3), 309–329.CrossRefGoogle Scholar
Yee, N. (2006b). Motivations for play in online games. CyberPsychology & Behavior, 9(6), 772–775.CrossRefGoogle ScholarPubMed
Yee, N., Ducheneaut, N., Nelson, L., & Likarish, P. (2011). Introverted elves & conscientious gnomes. Proceedings of the 2011 Annual Conference on Human Factors in Computing Systems – CHI ’11.CrossRef
Zeigler-Hill, V. & Monica, S. (2015). The HEXACO model of personality and video game preferences. Entertainment Computing, 11, 21–26.CrossRefGoogle Scholar
Ackerman, P. L. & Cianciolo, A. T. (2000). Cognitive, perceptual-speed, and psychomotor determinants of individual differences during skill acquisition. Journal of Experimental Psychology: Applied, 6, 259–290.Google ScholarPubMed
American Educational Research Association, American Psychological Association, & National Council on Measurement in Education. (2014). Standards for educational and psychological testing. Washington, DC: American Educational Research Association.
American Psychological Association. (2017). Ethical principles of psychologists and code of conduct (2002, Amended June 1, 2010, and January 1, 2017). Retrieved from www.apa.org/ethics/code/index.aspx.
Arthur, W., Jr., Doverspike, D., & Bell, S. T. (2004). Information processing tests. In Hersen, M. & Thomas, J. C. (Eds.), Comprehensive handbook of psychological assessment: Volume 4, Industrial and organizational assessment (pp. 56–74). New York, NY: John Wiley & Sons, Inc.Google Scholar
Arthur, W., Jr., Doverspike, D., Kinney, T. B., & O’Connell, M. (2017). The impact of emerging technologies on selection models and research: Mobile devices and gamification as exemplars. In Farr, J. L., & Tippins, N. T (Eds.), Handbook of employee selection (2nd edn., pp. 967–986). New York, NY: Taylor & Francis/Psychology Press.CrossRefGoogle Scholar
Arthur, W., Jr., Doverspike, D., Muñoz, G. J., Taylor, J. E., & Carr, A. E. (2014). The use of mobile devices in high-stakes remotely delivered assessments and testing. International Journal of Selection and Assessment, 22, 113–123.CrossRefGoogle Scholar
Arthur, W., Jr., Edwards, B. D., & Barrett, G. V. (2002). Multiple-choice and constructed-response tests of ability: Race-based subgroup performance differences on alternative paper-and-pencil test formats. Personnel Psychology, 55, 985–1008.CrossRefGoogle Scholar
Arthur, W., Jr. & Glaze, R. M. (2011). Cheating and response distortion on remotely delivered assessments. In Tippins, N. T., & Adler, S. (Eds.), Technology-enhanced assessment of talent (pp. 99–152). San Francisco, CA: Jossey-Bass.CrossRefGoogle Scholar
Arthur, W., Jr., Keiser, N. L., & Doverspike, D. (2018). An information processing-based conceptual framework of the effects of unproctored internet-based testing devices on scores on employment-related assessments and tests. Human Performance, 31, 1–32.CrossRefGoogle Scholar
Arthur, W., Jr., Keiser, N. L., Hagen, E., & Traylor, Z. (2018). Unproctored internet-based testing device-type score differences: The role of working memory. Intelligence, 67, 67–75.CrossRefGoogle Scholar
Arthur, W. Jr. & Villado, A. J. (2008). The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice. Journal of Applied Psychology, 93, 435–442.CrossRefGoogle ScholarPubMed
Baddeley, A. (1992). Working memory. Science, 25, 181–185.Google Scholar
Bobko, P. & Roth, P. L. (2013). Reviewing, categorizing, and analyzing the literature on Black-White mean differences for predictors of job performance: Verifying some perceptions and updating/correcting others. Personnel Psychology, 66, 91–126.CrossRefGoogle Scholar
Brown, M. I. & Grossenbacher, M. A. (2017). Can you test me now? Equivalence of GMA tests on mobile and non-mobile devices. International Journal of Selection and Assessment, 25, 61–71.CrossRefGoogle Scholar
Brown, M. I., Grossenbacher, M., & Nguyen, D. (2016). Can you score me now? GMA testing using mobile devices. Paper presented at the presented at the 31st Annual Conference of the Society for Industrial and Organizational Psychology, Anaheim, CA.
Chang, L., Lawrence, A. D., O’Connell, M. S., & Kinney, T. B. (2016). Mobile vs. PC delivered simulations: Screen size matters. In T. D. McGlochin (Chair), Mobile equivalence: Expanding research across assessment methods, levels, and devices. Symposium presented at the 31st Annual Conference of the Society for Industrial and Organizational Psychology, Anaheim, CA.
Cleveland, J. N. & Murphy, K. R. (2016). Organizations want to abandon performance appraisal: Can they? Should they? In Stone, D. L. & Dulebohn, J. H. (Eds.), Human resource management theory and research on new employment relationships (pp. 15–46). Charlotte, NC: Information Age.Google Scholar
Colom, R., Martínez-Molina, A., Shih, P. C., & Santacreu,