References

Cited Sources

The research behind the claims made across RightPeople's assessment pages. Each entry below is linked from the specific page and claim it supports.

Big Five Personality Test

Cited from: Big Five Occupational Personality Test

  1. 1Goldberg, L. R. (1990). An alternative "description of personality": The Big-Five factor structure. Journal of Personality and Social Psychology, 59(6), 1216–1229.
  2. 2McCrae, R. R., & Costa, P. T. (1997). Personality trait structure as a human universal. American Psychologist, 52(5), 509–516.
  3. 3Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1–26.
  4. 4Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262–274.
  5. 5McCrae, R. R., & Costa, P. T. (1989). Reinterpreting the Myers-Briggs Type Indicator from the perspective of the five-factor model of personality. Journal of Personality, 57(1), 17–40.
  6. 6Pittenger, D. J. (1993). The utility of the Myers-Briggs Type Indicator. Review of Educational Research, 63(4), 467–488.
  7. 7Pittenger, D. J. (2005). Cautionary comments regarding the Myers-Briggs Type Indicator. Consulting Psychology Journal, 57(3), 210–221.
  8. 8Type-indicator publisher's own ethical use guidelines, advising against use in selection.
  9. 9Ones, D. S., Viswesvaran, C., & Reiss, A. D. (1996). Role of social desirability in personality testing for personnel selection. Journal of Applied Psychology, 81(6), 660–679.

Personality Assessment

Cited from: Personality Assessment

  1. 1Goldberg, L. R. (1990). An alternative "description of personality": The Big-Five factor structure. Journal of Personality and Social Psychology, 59(6), 1216–1229.
  2. 2McCrae, R. R., & Costa, P. T. (1997). Personality trait structure as a human universal. American Psychologist, 52(5), 509–516.
  3. 3Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1–26.
  4. 4Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262–274.
  5. 5Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: An integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54–78.
  6. 6McDaniel, M. A., Morgeson, F. P., Finnegan, E. B., Campion, M. A., & Braverman, E. P. (2001). Use of situational judgment tests to predict job performance: A clarification of the literature. Journal of Applied Psychology, 86(4), 730–740.

Situational Judgement (SJT)

Cited from: Situational Judgement Test

  1. 1McDaniel, M. A., Morgeson, F. P., Finnegan, E. B., Campion, M. A., & Braverman, E. P. (2001). Use of situational judgment tests to predict job performance: A clarification of the literature. Journal of Applied Psychology, 86(4), 730–740.
  2. 2Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262–274.

Graduate & Early-Careers Hiring

Cited from: Skills-Based Assessment for Graduate Hiring

  1. 1Neisser, U., et al. (1996). Intelligence: Knowns and unknowns. American Psychologist, 51(2), 77–101.
  2. 2Bertua, C., Anderson, N., & Salgado, J. F. (2005). The predictive validity of cognitive ability tests: A UK meta-analysis. Journal of Occupational and Organizational Psychology, 78(3), 387–409.
  3. 3Gottfredson, L. S. (1986, 1997). On general intelligence and job performance.
  4. 4Hunter, J. E., Schmidt, F. L., & Judiesch, M. K. (1990). Individual differences in output variability as a function of job complexity. Journal of Applied Psychology, 75(1), 28–42.
  5. 5Schmitt, N., & Mills, A. E. (2001). Traditional tests and job simulations: Minority and majority performance and test validities. Journal of Applied Psychology, 86(3), 451–458.
  6. 6World Economic Forum. Future of Jobs Report (latest edition) — analytical thinking ranked as the top core skill among employers. weforum.org.