Validation and refinement of the "Airman Comprehensive Assessment": Evaluating competency proficiencies of enlisted members.

Beyond proficiency on occupationally specific tasks, the U.S. Air Force expects members to develop proficiency on institutionally valued "soft skill" competencies (e.

Development of a situational judgment test to supplement current US air force measures of officership.

Aptitude requirements for US Air Force officer commissioning include completion of a college degree and minimum scores on the Air Force Officer Qualifying Test (AFOQT) Verbal and Quantitative composites. Although the AFOQT has demonstrated predictive validity for officer training, the Air Force has striven to improve predictive validity and diversity. To this end, a Situational judgment Test (SJT) was added to the AFOQT in 2015.

Defining occupation-specific performance components for military selection and classification.

Differentiating performance components across military occupations is critical to developing assessments and other applications for matching people to occupations in the military. However, identifying occupation-specific performance components is challenging and resource intensive. The current paper summarizes different methods the services use to define and identify occupation-specific performance components.

Improving the effectiveness of embedded behavioral health personnel through situational judgment training.

Embedding behavioral health (EBH) personnel into operational units has emerged as a major trend within the US military. These positions require skillsets in addition to those needed in a clinic setting. Little or no empirically based training has yet been developed to ensure preparedness to serve in EBH roles.

Multitasking as a predictor of simulated unmanned aircraft mission performance: Incremental validity beyond cognitive ability.

Simulations are increasingly popular in employee selection and training. While face valid and engaging, the attributes being assessed are often poorly understood. This study evaluated the extent to which a multitasking assessment based on concurrent memorization, math, visual monitoring, and listening tasks predicted simulated unmanned aircraft vehicle (UAV) mission performance in a military trainee sample ( = 368).

Air Force Work Interest Navigator (AF-WIN) to improve person-job match: Development, validation, and initial implementation.

This article describes development and validation of a web-based vocational interest tool designed to help recruits and re-trainees identify enlisted career fields that match their preferences for work contexts, activities, and functional roles in support of the Air Force mission. The tool has recently been implemented for use by members considering re-training, and is undergoing pilot testing for potential use in the recruiting process. We first describe how the AF-WIN was developed, based on adaptation of the taxonomy from a Navy vocational interest tool (Navy's Job Opportunities in the Navy [JOIN]), followed by surveys of subject matter experts (SMEs) in 132 Air Force career fields on relevant job markers.

Tailored Adaptive Personality Assessment System (TAPAS) as an indicator for counterproductive work behavior: Comparing validity in applicant, honest, and directed faking conditions.

The predictive validity of the Tailored Adaptive Personality Assessment System (TAPAS), the U.S. Army's first computer-adaptive personality test incorporating multidimensional pairwise preference items, has been demonstrated for training performance in both the Army and Air Force.

Effects of manifest ethnic identification on employment discrimination.

Evidence from recent laboratory experiments suggests that ethnic identification can lead to negative evaluations of ethnic minorities (Kaiser & Pratt-Hyatt, 2009). The current research considers the generalizability of these findings to face-to-face interactions in contexts wherein impression management concerns are salient: the workplace hiring process. In a field experiment, Black, Hispanic, and Irish individuals applied for retail jobs with or without visible display of their ethnic identification.

Making those who cannot see look best: effects of visual resume formatting on ratings of job applicants with blindness.

Objective: Although general attitudes toward individuals with disabilities are often positive, these perceptions do not always lead to equal footing in the hiring process. This study examined stereotypes of job applicants perceived to be blind and the role of applicant blindness in hireability ratings made by human resource managers. Specifically, we highlighted a unique challenge for individuals who cannot see: the visual formatting of resumes.