scholarly journals Automated video interview personality assessments: Reliability, validity, and generalizability investigations.

Author(s):  
Louis Hickman ◽  
Nigel Bosch ◽  
Vincent Ng ◽  
Rachel Saef ◽  
Louis Tay ◽  
...  
2011 ◽  
Author(s):  
Jarrett H. Shalhoop ◽  
Julie Anne Caplinger ◽  
Keith D. McCook ◽  
Mark H. Strong

Author(s):  
Charles J. Stivale

In L’Abécédaire de Gilles Deleuze, a 1988-9 video interview, Deleuze discusses with Claire Parnet the crucial link between creativity, the very possibility of thinking, and animality, through the practice of “être aux aguets” (being on the lookout) for rencontres. This chapter considers how this constitutes the essential practice of the character of Hannibal Lecter, created by Thomas Harris in several novels (Red Dragon, Silence of the Lambs, Hannibal, Hannibal Rising) and, more recently, portrayed in the commercial television series “Hannibal” by Mads Mikkelsen. Hannibal is portrayed as a highly refined individual who not only can sense physically the presence of any threat through extraordinary olfactory powers, but can also categorize, store and then recall any such scents/essences through a Memory Museum. In the television series, Hannibal as highly skilled culinary artist combines the results of his being “on the lookout” with an efficient and often gruesome taste for fine dining, with strategically selected guests usually uninformed about the courses on the menu. The chapter thus considers the concepts of the animal, “être aux aguets” and “refrains” in the light of fictional production, both in print and televisual form, in order to open the Deleuzian concepts to an alternate, creative reading.


Assessment ◽  
2021 ◽  
pp. 107319112098561 ◽  
Author(s):  
Ard J. Barends ◽  
Reinout E. de Vries ◽  
Mark van Vugt

Research on commercial computer games has demonstrated that in-game behavior is related to the players’ personality profiles. However, this potential has not yet been fully utilized for personality assessments. Hence, we developed an applied (i.e., serious) assessment game to assess the Honesty–Humility personality trait. In two studies, we demonstrate that this game adequately assesses Honesty–Humility. In Study 1 ( N = 116), we demonstrate convergent validity of the assessment game with self-reported Honesty–Humility and divergent validity with the other HEXACO traits and cognitive ability. In Study 2 ( N = 287), we replicate the findings from Study 1, and also demonstrate that the assessment game shows incremental validity—beyond self-reported personality—in the prediction of cheating for financial gain, but not of counterproductive work and unethical behaviors. The findings demonstrate that assessment games are promising tools for personality measurement in applied contexts.


1987 ◽  
Vol 51 (3) ◽  
pp. 375-387 ◽  
Author(s):  
Michael Antoni ◽  
John Levine ◽  
Peter Tischer ◽  
Catherine Green ◽  
Theodore Millon

2021 ◽  
pp. 106907272110558
Author(s):  
Miranda M. McIntyre

Interests guide major life decisions such as choosing a career path, yet little is known about the subjective characteristics of individual differences in interests. Prior research on personality traits has demonstrated that subjective trait perceptions influence the validity and reliability of personality assessments. The current work expands the study of these subjective characteristics to individual differences in interests. Desirability and observability were assessed among 13 constructs: person orientation, thing orientation, RIASEC career interests, and Big Five traits. Judgments of interest dimensions varied considerably, with socially-related interests rated more desirable than thing-related interests. Some career-related interests were low in observability, and thus may be susceptible to being overlooked or categorized inaccurately. The patterns observed in interest characteristics were comparable to patterns in career choice hit rates, occupational prestige, and self-other convergence. The findings advance knowledge of differences between interest dimensions and suggest that subjective perceptions should be considered in interest assessment.


2021 ◽  
pp. 117-133
Author(s):  
Theodore L. Hayes ◽  
Robert Hogan

One of the benefits of hiring military veterans is the skill set they bring to the civilian workforce. Veterans are keenly aware, through leadership examples and training, of the importance of dealing with other people’s productively and of managing one’s own behavior. Working effectively with others and managing one’s own behavior are examples of nontechnical or “soft” social skills that can be measured by personality assessments. Examples of the types of attributes that personality assessments test for include the “big five factors” of personality (conscientiousness, agreeableness, neuroticism, openness, and extraversion) as well as political skill. Taken together, these soft social skills reflect one’s capacity to get along with others and one’s capacity to compete with others; both getting along and getting ahead are empirically related to work success. Veterans have an advantage in civilian organizations in terms of using their soft social skills for personal and team growth by finding meaning in work.


Author(s):  
Christine Corbet Boyce ◽  
Beth Linderbaum

This chapter describes a global pharmaceutical company that used 360 Feedback and other talent assessments to address critical strategic challenges in its business. The company collected behavioral data on approximately 400 sales leaders as part of a system-wide talent assessment that allowed a newly appointed leader to craft a talent strategy that would support his business strategy. By linking 360 Feedback data, personality assessments and sales results, the organization’s senior leadership team was able to critically examine its system-wide talent profile in the context of its ambitious commercial strategies. This system-wide profile was then used to shape short- and long-term plans for developing talent and shifting the culture at all levels to better align with business goals.


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