The digital revolution has produced a wide range of new tools for making quick and cheap inferences about human potential and predicting future work performance. However, there is little scientific research on many of these new assessment methods, which leaves human resources managers with no evidence to evaluate how useful they actually are.
Tomas Chamorro-Premuzic, David Winsborough, Ryne A Sherman, and Robert Hogan
Society for Industrial and Organizational Psychology
This study examines how pre-employment assessment length affects the rate at which job applicants opt out of the assessment phase. To evaluate the tradeoff between reliability and attrition, the authors used data from 69 selection systems and over 220,000 job seekers.
Jay H. Hardy III, Carter Gibson, Matthew Sloan, and Alison Carr
Journal of Applied Psychology, American Psychological Association