Abstract
In a sense, the classical view of the personnel selection process implies that making an assessment of someone is a psychologically neutral procedure, which has no impact on the person being assessed. However, there is some evidence to suggest that being assessed (even without feedback) could be an important event for someone and may have some psychological impact; for example, Schmitt, Ford and Stults (1986) have shown that being exposed to at least some selection methods may bring about small changes in self-perception. When assessment is coupled with feedback and a selection/promotion decision, the possibility of impact on candidates is enhanced.
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© 1993 Mike Smith and Ivan T. Robertson
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Smith, M., Robertson, I.T. (1993). The Impact of Assessment, Selection and Feedback on Candidates. In: The Theory and Practice of Systematic Personnel Selection. Palgrave Macmillan, London. https://doi.org/10.1007/978-1-349-22754-9_14
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DOI: https://doi.org/10.1007/978-1-349-22754-9_14
Publisher Name: Palgrave Macmillan, London
Print ISBN: 978-0-333-58652-5
Online ISBN: 978-1-349-22754-9
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