Using practice employment tests to improve recruitment and personnel selection outcomes for organizations and job seekers.

This study introduces the use of practice employment tests during recruitment as a tool with the potential to improve outcomes for both an organization and its (potential) applicants during personnel selection. Synthesizing research on recruitment, selection, job search, adverse impact, signaling theory, and human capital theory, we propose that practice tests reduce information asymmetry regarding the nature of an organization's assessment procedures, thereby acting as short-term human capital investment opportunities. Using a large sample of potential applicants and applicants who later decided to apply for jobs within a professional occupation in a large organization, we demonstrate that (a) those who took the practice tests scored higher on the actual tests; (b) score gains between practice tests and actual tests were greater for Blacks and Hispanics when compared to Whites; (c) the practice test exhibited a self-selection effect, encouraging those with higher scores to apply; and (d) score gains between practice tests and actual tests were similar to scores observed for those retesting on the actual tests.

Transactive memory systems in context: A meta-analytic examination of contextual factors in transactive memory systems development and team performance.

Research on transactive memory systems (TMS) has been conducted in a variety of teams, a range of task types and increasingly, in settings around the world. Despite this proliferation, there has been relative inattention to contextual factors that produce TMS and explain heterogeneity in the TMS to team performance relationship. TMS studies are typically conducted in homogeneous settings (i.

Using recruitment source timing and diagnosticity to enhance applicants' occupation-specific human capital.

[Correction Notice: An Erratum for this article was reported in Vol 102(5) of (see record 2017-14296-001). In the article, the following headings were inadvertently set at the wrong level: Method, Participants and Procedure, Measures, Occupation specific human capital, Symbolic jobs, Relevant majors, Occupation-specific capital hotspots, Source timing, Source diagnosticity, Results, and Discussion. All versions of this article have been corrected.

Initial investigation into computer scoring of candidate essays for personnel selection.

[Correction Notice: An Erratum for this article was reported in Vol 101(7) of Journal of Applied Psychology (see record 2016-32115-001). In the article the affiliations for Emily D. Campion and Matthew H.