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CANDIDATE PERSISTENCE AND PERSONALITY TEST PRACTICE EFFECTS: IMPLICATIONS FOR STAFFING SYSTEM MANAGEMENT
Author(s) -
HAUSKNECHT JOHN P.
Publication year - 2010
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.2010.01171.x
Subject(s) - staffing , psychology , personality , test (biology) , persistence (discontinuity) , sample (material) , personnel selection , selection (genetic algorithm) , dimension (graph theory) , big five personality traits , applied psychology , clinical psychology , social psychology , statistics , nursing , medicine , paleontology , chemistry , geotechnical engineering , mathematics , chromatography , artificial intelligence , computer science , pure mathematics , engineering , biology
Candidates persist in selection settings for numerous reasons, prompting several concerns regarding staffing‐system management. Predictors of the propensity to retest and personality test practice effects were investigated among a sample of 15,338 candidates who applied for supervisory positions (and 357 who repeated the selection process) over a 4‐year period with a large organization in the service industry. Results reveal greater likelihood of retesting among internal candidates and overall evidence of small‐to‐moderate personality test practice effects. Compared to passing candidates who retested for various reasons, failing candidates pursued alternative response strategies upon retesting and generated dimension‐level practice effects that reached .40 to .60, whereas passing candidates generally replicated their initial profiles. For several subscales, low initial scores were associated with practice effects that exceeded a full standard deviation. Implications for research, practice, and policy are discussed.