ASSESSING THE CANDIDATE AS A WHOLE: A HISTORICAL AND CRITICAL ANALYSIS OF INDIVIDUAL PSYCHOLOGICAL ASSESSMENT FOR PERSONNEL DECISION MAKING

By Scott Highhouse. 2002

99 citations recorded by the source corpus.

Subfields: Applied Psychology, Economics and Econometrics, General Psychology

View Paper: https://www.semanticscholar.org/paper/af439581c719df531dd70d93e7a8b0e56b7efca3

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Nicolas Roulin
2. Adrian Bangerter
3. J. Levashina
4. Scott Highhouse

In Economics and Econometrics

1. Nicolas Roulin
2. Adrian Bangerter
3. J. Levashina
4. Steffen Huck
5. Scott Highhouse

In General Psychology

1. Nicolas Roulin
2. Adrian Bangerter
3. J. Levashina

Citations in the corpus

• Stubborn Reliance on Intuition and Subjectivity in Employee Selection (2008, background): “It is also evidenced in the phenomenal growth of the professional recruiter or ‘‘headhunter’’ profession (Finlay & Coverdill, 1999) and the perseverance of the holistic approach to managerial assessment (Highhouse, 2002).”
• Honest and deceptive impression management in the employment interview: : Can it be detected and how does it impact evaluations? (2015, background): “This overconfidence may lead interviewers to rely on their intuition (Highhouse, 2002, 2008) because they are convinced that they can easily evaluate applicants.”
• Social Norms and Economic Incentives in Firms (2012, background): “20See, for example, the recent article by Highhouse (2002) who discusses the advantages of the Social Norms and Economic Incentives in Firms 22 production model can explain why this is the case.”
• Interviewers' perceptions of impression management in employment interviews (2014, background): “This overconfidence may lead interviewers to rely on their intuition and make poor judgments (Highhouse, 2008; Highhouse, 2002; Lodato et al., 2011).”