Endorsements by Filip Lievens

0000-0002-9487-5187

Lee Kong Chian Professor of Human Resources, Lee Kong Chian School of Business, Singapore Management University
Full Professor, Dept. Personnel Management and Work and Organizational Psychology, Ghent University
PhD Psychology, Ghent University
SelectionHuman Resource ManagementEmployer BrandingAssessment

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Endorsements

How Well Can an AI Chatbot Infer Personality? Examining Psychometric Properties of Machine-inferred Personality Scores
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It's just a game! Effects of fantasy in a storified test on applicant reactions
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What drives employers’ favorability ratings on employer review platforms? The role of symbolic, personal, and emotional content
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Designing Pareto-Optimal Selection Systems for Multiple Minority Subgroups and Multiple Criteria
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The chemistry between us: Illuminating complementarity patterns in interpersonal role-play assessment via moment-to-moment analyses
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Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity-diversity trade-Off
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Interpersonal behavior in assessment center role-play exercises: Investigating structure, consistency, and effectiveness
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Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors
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A reply to commentaries on "Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors"
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Correcting for Range Restriction in Meta-Analysis: A Reply to Oh et al. (2023)
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Human capital effects in the job search process for new labor market entrants: A double-edged sword?
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Arousing motives or eliciting stories? On the role of pictures in a picture-story exercise
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Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity
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Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines
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Employer branding in the healthcare sector: The role of instrumental and symbolic image attributes among potential applicants and doctors
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Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions
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Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience
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Work Effort: A Conceptual and Meta-Analytic Review
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Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range
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Employer image within and across industries: Moving beyond assessing points-of-relevance to identifying points-of-difference
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Distinctive features of nonverbal behavior and mimicry in application interviews through data analysis and machine learning
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What you see is what you get? Measuring companies' projected employer image attributes via companies' employment webpages
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A comprehensive examination of the cross-validity of Pareto-Optimal versus fixed-weight selection systems in the biobjective selection context
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Values assessment for personnel selection: Comparing job applicants to non-applicants
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Gamifying an assessment method: what signals are organizations sending to applicants?
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Employer and internal branding research: A bibliometric analysis of 25 years
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Weighting admission scores to balance predictiveness-diversity: The Pareto-optimization approach
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Killing the cat? A review of curiosity at work
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The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment
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Actions define a character: Assessment centers as behavior-focused personality measures
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Prompt-specificity in scenario-based assessments: Associations with personality versus knowledge and effects on predictive validity
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What's on Job Seekers' Social Media Sites? A Content Analysis and Effects of Structure on Recruiter Judgments and Predictive Validity
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Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits?
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Personnel selection: a longstanding story of impact at the individual, firm, and societal level
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Situational judgement tests for selection: Traditional vs construct-driven approaches
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Effects of situation descriptions on the construct-related validity of construct-driven situational judgment tests
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The Role of Situations in Situational Judgment Tests: Effects on Construct Saturation, Predictive Validity, and Applicant Perceptions
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Robustness, Sensitivity, and Sampling Variability of Pareto-Optimal Selection System Solutions to Address the Quality-Diversity Trade-Off
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Removing situation descriptions from situational judgment test items: Does the impact differ for video-based versus text-based formats?
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How our work influences who we are: Testing a theory of vocational and personality development over fifty years
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Subgroup differences in situational judgment test scores: Evidence from large applicant samples
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Multiple Speed Assessments Theory, Practice, and Research Evidence
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Do overall dimension ratings from assessment centres show external construct-related validity?
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Within-Person Job Performance Variability Over Short Timeframes: Theory, Empirical Research, and Practice
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Climbing the corporate ladder and within-person changes in narcissism: Reciprocal relationships over two decades
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What Do Consistency and Personableness in the Interview Signal to Applicants? Investigating Indirect Effects on Organizational Attractiveness Through Symbolic Organizational Attributes
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Constructed Response Formats and Their Effects on Minority-Majority Differences and Validity
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Recruitment and selection
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Specific job search self-efficacy beliefs and behaviors of unemployed ethnic minority women
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Assessing Meaningful Within-Person Variability in Likert-Scale Rated Personality Descriptions: An IRT Tree Approach
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Situational Judgment Tests as Measures of 21st Century Skills: Evidence across Europe and Latin America
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The influence of work on personality trait development: The Demands-Affordances TrAnsactional (DATA) model, an integrative review, and research agenda
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Third party employment branding: What are its signaling dimensions, mechanisms, and sources?
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A Dual-Process Theory Perspective to Better Understand Judgments in Assessment Centers: The Role of Initial Impressions for Dimension Ratings and Validity
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HEXACO personality predicts counterproductive work behavior and organizational citizenship behavior in low-stakes and job applicant contexts
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The profile of the 'Good Judge' in HRM: A systematic review and agenda for future research
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Prosocial implicit trait policies underlie performance on different situational judgment tests with interpersonal content
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The Predictive Power of People's Intraindividual Variability Across Situations: Implementing Whole Trait Theory in Assessment
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Response distortion on personality tests in applicants: comparing high-stakes to low-stakes medical settings
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Optimizing the validity of situational judgment tests: The importance of scoring methods
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Assessing the Validity of Emotional Intelligence Measures
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Employer branding: A brand equity-based literature review and research agenda
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New approaches to selection system design in healthcare: The practical and theoretical relevance of a modular approach
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Assessing Personality-Situation Interplay in Personnel Selection: Toward More Integration into Personality Research
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Integrating Situational Judgment Tests and Assessment Centre Exercises into Personality Research: Challenges and Further Opportunities
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A closer look at the measurement of dispositional reasoning: Dimensionality and invariance across assessor groups
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Construct-driven SJTs: Toward an agenda for future research
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Future directions in personality, occupational and medical selection: myths, misunderstandings, measurement, and suggestions
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Situational judgement tests for selection
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Practical intelligence, emotional intelligence, and social intelligence
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Experimental Test Validation Examining the Path From Test Elements to Test Performance
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Individual Differences and Their Measurement: A Review of 100 Years of Research
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Organizational image/reputation
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The Effects of Predictor Method Factors on Selection Outcomes: A Modular Approach to Personnel Selection Procedures
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Interpersonal Dynamics in Assessment Center Exercises: Effects of Role Player Portrayed Disposition
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Actions Speak Louder Than Words: Outsiders' Perceptions of Diversity Mixed Messages
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Reducing the Noise From Scraping Social Media Content: Some Evidence-Based Recommendations
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Validity and Reliability of Situational Judgement Test Scores: A New Approach Based on Cognitive Diagnosis Models
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Widening access in selection using situational judgement tests: evidence from the UKCAT
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Social Influences in Recruitment: When is word-of-mouth most effective?
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Situational judgment test
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Incremental Validity of Leaderless Group Discussion Ratings Over and Above General Mental Ability and Personality in Predicting Promotion
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The Cross-cultural Transportability of Situational Judgment Tests: How does a US-based integrity situational judgment test fare in Spain?
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Understanding the Building Blocks of Selection Procedures: Effects of Response Fidelity on Performance and Validity
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Situational Judgment Tests: From Measures of Situational Judgment to Measures of General Domain Knowledge
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Differences between multimedia and text-based assessments of emotion management: An exploration with the multimedia emotion management assessment (MEMA)
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Development and test of an integrative model of job search behaviour
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Guidelines and Ethical Considerations for Assessment Center Operations
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An In-Depth Look at Dispositional Reasoning and Interviewer Accuracy
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Effects of Organizationally Endorsed Coaching on Performance and Validity of Situational Judgment Tests
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Employer Image and Employer Branding: What We Know and What We Need to Know
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How Are We Doing After 30 Years? A Meta-Analytic Review of the Antecedents and Outcomes of Feedback-Seeking Behavior
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How “situational” is judgment in situational judgment tests?
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Putting judging situations into situational judgment tests: Evidence from intercultural multimedia SJTs.
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Situational Judgment Test
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The interplay of elicitation and evaluation of trait-expressive behavior: Evidence in assessment center exercises.
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Development and test of an integrative model of job search behaviour
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The Move to Business Schools: How Is Industrial-Organizational Psychology Holding Up in Europe?
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Organizational career growth and subsequent voice behavior: The role of affective commitment and gender
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Comparing employment interviews in Latin America with other countries
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Systematic Reflection: Implications for Learning From Failures and Successes
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The Image of Psychology Programs: The Value of the Instrumental–Symbolic Framework
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Diversity in medical school admission: insights from personnel recruitment and selection
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Emotional intelligence predicts success in medical school.
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On the Limitations of Using Situational Judgment Tests to Measure Interpersonal Skills: The Moderating Influence of Employee Anger
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The predictive validity of selection for entry into postgraduate training in general practice: evidence from three longitudinal studies
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The predictive validity of selection for entry into postgraduate training in general practice: evidence from three longitudinal studies
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Alternative Predictors for Dealing with the Diversity-Validity Dilemma in Personnel Selection: The constructed response multimedia test
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Does career timing of challenging job assignments influence the relationship with in-role job performance?
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Personality across working life: The longitudinal and reciprocal influences of personality on work
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Changing things up in recruitment: Effects of a ‘strange’ recruitment medium on applicant pool quantity and quality
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Strategies for dealing with the diversity-validity dilemma in personnel selection: Where are we and where should we go?
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Trade-Offs Between Assessor Team Size and Assessor Expertise in Affecting Rating Accuracy in Assessment Centers
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Assessment centers and the measurement of personality
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Adjusting medical school admission: assessing interpersonal skills using situational judgement tests
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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.
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Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures.
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Designing Selection Systems for Medicine: The importance of balancing predictive and political validity in high-stakes selection contexts
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Responding to Personality Tests in a Selection Context: The Role of the Ability to Identify Criteria and the Ideal-Employee Factor
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The Effects of Coaching on Situational Judgment Tests in High-stakes Selection
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Building Situational Stimuli in Assessment Center Exercises: Do Specific Exercise Instructions and Role-Player Prompts Increase the Observability of Behavior?
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Measurement Invariance of the Wong and Law Emotional Intelligence Scale Scores: Does the Measurement Structure Hold across Far Eastern and European Countries?
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Where I-O Psychology Should Really (Re)start Its Investigation of Intelligence Constructs and Their Measurement
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The Instrumental and Symbolic Dimensions of Organisations' Image as an Employer: A Large-Scale Field Study on Employer Branding in Turkey
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Recruiting/Hiring of Older Workers
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Simulations
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The Role of Faculty Members’ Cross-Cultural Competencies in Their Perceived Teaching Quality: Evidence from Culturally-Diverse Classes in Four European Countries
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The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance.
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Validity evidence for the situational judgment test paradigm in emotional intelligence measurement
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Dealing with the threats inherent in unproctored Internet testing of cognitive ability: Results from a large-scale operational test program
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Do Individual Differences in Perceiving Situational Demands Moderate the Relationship Between Personality and Assessment Center Dimension Ratings?
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A different look at why selection procedures work: The role of candidates' ability to identify criteria
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The Use of Role-Player Prompts in Assessment Center Exercises
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Dealing with the threats inherent in unproctored Internet testing of cognitive ability: Results from a large-scale operational test program
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Applicant Versus Employee Scores on Self-Report Emotional Intelligence Measures
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Designing pareto-optimal selection systems: Formalizing the decisions required for selection system development.
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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.
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Measurement Equivalence of the Wong and Law Emotional Intelligence Scale Across Self and Other Ratings
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Admission systems to dental school in Europe: a closer look at Flanders
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Selecting Predictor Subsets: Considering validity and adverse impact
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Response Rates in Organizational Science, 1995–2008: A Meta-analytic Review and Guidelines for Survey Researchers
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Gathering Behavioral Samples Through a Computerized and Standardized Assessment Center Exercise
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Lack of consensus among competency ratings of the same occupation: Noise or substance?
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The Importance of Exercise and Dimension Factors in Assessment Centers: Simultaneous Examinations of Construct-Related and Criterion-Related Validity
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“I Know What You Want to Know”: The Impact of Interviewees' Ability to Identify Criteria on Interview Performance and Construct-Related Validity
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Networking as a job search behaviour: A social network perspective
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Networking as a job search behaviour: A social network perspective
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Reflection as a strategy to enhance task performance after feedback
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Measurement Equivalence of Paper-and-Pencil and Internet Organisational Surveys: A Large Scale Examination in 16 Countries
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Assessment centres: A tale about dimensions, exercises, and dancing bears
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Modeling the impact of test anxiety and test familiarity on the criterion-related validity of cognitive ability tests
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Personality scale validities increase throughout medical school.
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Tapping the grapevine: A closer look at word-of-mouth as a recruitment source.
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The Mediating Role of Feedback Acceptance in the Relationship between Feedback and Attitudinal and Performance Outcomes
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The effects of response instructions on situational judgment test performance and validity in a high-stakes context.
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Current Theory and Practice of Assessment Centers: The Importance of Trait Activation
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Pareto-Optimal Predictor Composite Formation: A complementary approach to alleviating the selection quality/adverse impact dilemma
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Validity and Adverse Impact Potential of Predictor Composite Formation
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Situational judgment tests: a review of recent research
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A Closer Look at the Relationship between Justice Perceptions and Feedback Reactions: The role of the quality of the relationship with the supervisor
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Broadening International Perspectives on the Legal Environment for Personnel Selection
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Development and test of a model of external organizational commitment in human resources outsourcing
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International Perspectives on the Legal Environment for Selection
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The relative importance of task, citizenship and counterproductive performance to job performance ratings: Do rater source and team-based culture matter?
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The relative importance of task, citizenship and counterproductive performance to job performance ratings: Do rater source and team-based culture matter?
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What Does Exercise-Based Assessment Really Mean?
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Interviewers’ Sensitivity to Impression Management Tactics in Structured Interviews
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Interviewers’ Sensitivity to Impression Management Tactics in Structured Interviews
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Personnel Selection
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A closer look at the frame-of-reference effect in personality scale scores and validity.
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Impact of Elaboration on Responding to Situational Judgment Test Items
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Keeping up with the Joneses: A field study of the relationships among upward, lateral, and downward comparisons and pay level satisfaction.
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Measurement equivalence in the conduct of a global organizational survey across countries in six cultural regions
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Measurement invariance of the pay satisfaction questionnaire across three countries
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A self-motives perspective on feedback-seeking behavior: Linking organizational behavior and social psychology research
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Social Influences on Organizational Attractiveness: Investigating If and When Word of Mouth Matters
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The Relationship Between Uncertainty and Desire for Feedback: A Test of Competing Hypotheses
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The Long-Term Impact of the Feedback Environment on Job Satisfaction: A Field Study in a Belgian Context
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An examination of strategies for encouraging feedback interest after career assessment
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Organizational Identity and Employer Image: Towards a Unifying Framework
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A cautionary note on the effects of range restriction on predictor intercorrelations.
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An examination of psychometric bias due to retesting on cognitive ability tests in selection settings.
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Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment.
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Combining predictors to achieve optimal trade-offs between selection quality and adverse impact.
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Creating Alternate In-Basket Forms Through Cloning: Some preliminary results
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Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees
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Investigating Web-Based Recruitment Sources: Employee testimonials vs word-of-mouse
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Measurement equivalence in the conduct of a global organizational survey across countries in six cultural regions
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Situational judgment tests in high-stakes settings: Issues and strategies with generating alternate forms.
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The Validity of Assessment Centres for the Prediction of Supervisory Performance Ratings: A meta-analysis
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Certainty as a moderator of feedback reactions? A test of the strength of the self-verification motive
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Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews
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The ITC Guidelines on Computer-Based and Internet-Delivered Testing: Where Do We Go From Here?
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Threats to the Operational Use of Situational Judgment Tests in the College Admission Process
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A Construct-Driven Investigation of Gender Differences in a Leadership-Role Assessment Center.
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A Within-Person Perspective on Feedback Seeking about Task Performance
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Certainty as a moderator of feedback reactions? A test of the strength of the self-verification motive
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Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity.
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Predicting Adverse Impact and Mean Criterion Performance in Multistage Selection.
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Video-based versus written situational judgment tests: A comparison in terms of predictive validity.
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Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context
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The risk of adverse impact in selections based on a test with known effect size
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The importance of traits and abilities in supervisors' hirability decisions as a function of method of assessment
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Recruitment-Related Information Sources and Organizational Attractiveness: Can Something Be Done About Negative Publicity?
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The importance of traits and abilities in supervisors' hirability decisions as a function of method of assessment
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Les centres d'évaluation en Belgique : résultats d'une étude sur leur validité et équité
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Situational judgment tests and their predictiveness of college students' success: The influence of faking
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Assessment centers: Recent developments in practice and research
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Research on Internet Recruiting and Testing: Current Status and Future Directions
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Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context
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RETEST EFFECTS IN OPERATIONAL SELECTION SETTINGS: DEVELOPMENT AND TEST OF A FRAMEWORK
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The Operational Validity of a Video-Based Situational Judgment Test for Medical College Admissions: Illustrating the Importance of Matching Predictor and Criterion Construct Domains.
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Bias in the Correlated Uniqueness Model for MTMM Data
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Future Perspectives on Employee Selection: Key Directions for Future Research and Practice
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Confirmatory factor analysis and invariance of an organizational citizenship behaviour measure across samples in a Dutch-speaking context
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"I think they discriminated against me": Using prototype theory and organizational justice theory for understanding perceived discrimination in selection and promotion situations
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"I Think They Discriminated Against Me": Using Prototype Theory and Organizational Justice Theory for Understanding Perceived Discrimination in Selection and Promotion Situations
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Easing the Inferential Leap in Competency Modelling: The Effects of Task-related Information and Subject Matter Expertise*
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Revised Estimates of Dimension and Exercise Variance Components in Assessment Center Postexercise Dimension Ratings.
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Measuring attraction to organizations
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The effects of sexual orientation on hirability ratings: An experimental study
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Privacy and Attitudes Towards Internet-Based Selection Systems: A Cross-Cultural Comparison
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A Practical Procedure to Estimate the Quality and the Adverse Impact of Single-Stage Selection Decisions
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Applicant Perceptions of Selection Procedures: The Role of Selection Information, Belief in Tests, and Comparative Anxiety
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THE RELATION OF INSTRUMENTAL and SYMBOLIC ATTRIBUTES TO A COMPANY'S ATTRACTIVENESS AS AN EMPLOYER
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An empirical investigation of interviewer-related factors that discourage the use of high structure interviews
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Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview.
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Medical students' personality characteristics and academic performance: a five-factor model perspective
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Recent trends and challenges in personnel selection
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An examination of the accuracy of slogans related to assessment centres
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Situational Tests in Student Selection: An Examination of Predictive Validity, Adverse Impact, and Construct Validity
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Trying to understand the different pieces of the construct validity puzzle of assessment centers: An examination of assessor and assessee effects.
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Trying to understand the different pieces of the construct validity puzzle of assessment centers: An examination of assessor and assessee effects.
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The construct validity of a Belgian assessment centre: A comparison of different models
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Organizational Attractiveness for Prospective Applicants: A Person-Organisation Fit Perspective
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Assessor training strategies and their effects on accuracy, interrater reliability, and discriminant validity.
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Assessor training strategies and their effects on accuracy, interrater reliability, and discriminant validity.
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Assessors and use of assessment centre dimensions: a fresh look at a troubling issue
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Assessors' use of personality traits in descriptions of assessment centre candidates: A five-factor model perspective
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Dimension and exercise variance in assessment center scores: A large-scale evaluation of multitrait-multimethod studies.
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Dimension and exercise variance in assessment center scores: A large-scale evaluation of multitrait-multimethod studies.
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A comparison of three student selection procedures in terms of efficiency
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Development of a Simulated Assessment Center
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A Different Look at Assessment Centers: Views of Assessment Center Users
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Factors which Improve the Construct Validity of Assessment Centers: A Review
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Identification of Transformational Leadership Qualities: An Examination of Potential Biases
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Assessment Centers and the Measurement of Personality
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Organization Attraction Scale
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Organizational Attraction After Negative Publicity: Effects of Advertising and Word of Mouth
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Organizational Image
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Pay Satisfaction Questionnaire—Dutch Version
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Prestige Scale
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Recruitment and Selection
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