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• W2016150917 abstract "Candidates persist in selection settings for numerous reasons, prompting several concerns regarding staffing-system management. Predictors of the propensity to retest and personality test practice effects were investigated among a sample of 15,338 candidates who applied for supervisory positions (and 357 who repeated the selection process) over a 4-year period with a large organization in the service industry. Results reveal greater likelihood of retesting among internal candidates and overall evidence of small-to-moderate personality test practice effects. Compared to passing candidates who retested for various reasons, failing candidates pursued alternative response strategies upon retesting and generated dimension-level practice effects that reached .40 to .60, whereas passing candidates generally replicated their initial profiles. For several subscales, low initial scores were associated with practice effects that exceeded a full standard deviation. Implications for research, practice, and policy are discussed." @default.
• W2016150917 created "2016-06-24" @default.
• W2016150917 creator A5052852460 @default.
• W2016150917 date "2010-06-01" @default.
• W2016150917 modified "2023-09-23" @default.
• W2016150917 title "CANDIDATE PERSISTENCE AND PERSONALITY TEST PRACTICE EFFECTS: IMPLICATIONS FOR STAFFING SYSTEM MANAGEMENT" @default.
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• W2016150917 doi "https://doi.org/10.1111/j.1744-6570.2010.01171.x" @default.
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