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Showing 1 to 5 of 5 for “"The Good Judge"”.

  1. Detecting deception: The accuracy of the good judge

    Recent research has demonstrated that the good judge, the individual who tends form accurate impressions of others, are skilled in the detection and utilization of social cues (Rogers & Biesanz, in press) though this skill is only evident when interacting with a good target, the individual who …

    utc Repository record for Detecting deception: The accuracy of the good judge (opens in a new tab)

  2. Do Rater Personality Traits Moderate the Relationship Between Intelligence and Rating Accuracy in Interviews?

    … accuracy, but emerging findings suggest that these individual differences may interact with one another (rather than being direct effects). The present study aimed to add to this area of research by determining how rater personality traits may moderate the relationship between GMA and rating …

    cape-town Repository record for Do Rater Personality Traits Moderate the Relationship Between Intelligence and Rating Accuracy in Interviews? (opens in a new tab)

  3. When more is not better: understanding the potential nonlinear relationship between intelligence and rating accuracy

    Employers rely on judges or raters to accurately rate the potential or performance of candidates through interviews or assessment centre evaluations. As the judgment process places heavy demands on information processing, cognitive ability (of raters) is important to detect and interpret …

    cape-town Repository record for When more is not better: understanding the potential nonlinear relationship between intelligence and rating accuracy (opens in a new tab)

  4. Training Interviewers to Spot ‘Faking’ in Employment Interviews: Can Frame of Reference Training Enhance Cue Detection, Cue Utilisation, and Overall Profile Accuracy for Rating Candidate Deceptive Impression Management?

    … This invalidates employment interviews because the best candidate is not selected for the job (i.e., deceptive candidates are hired above preferable honest candidates). Deceptive candidates’ good interview performance is negatively related to desired organisational outcomes (i.e., once hired, …

    cape-town Repository record for Training Interviewers to Spot ‘Faking’ in Employment Interviews: Can Frame of Reference Training Enhance Cue Detection, Cue Utilisation, and Overall Profile Accuracy for Rating Candidate Deceptive Impression Management? (opens in a new tab)

  5. The relationship between raters' understanding of personality traits and situation dimensions from cues: nothing more than general mental ability?

    The study of abilities and intelligences in psychology has been an area of interest and debate for over a century. Researchers remain divided as to whether intelligence should be generalised across various domains or should the respective domains be acknowledged and assessed in their individual …

    cape-town Repository record for The relationship between raters' understanding of personality traits and situation dimensions from cues: nothing more than general mental ability? (opens in a new tab)