High-fidelity simulations (assessment centers) and situational judgment tests both demonstrated incremental validity over knowledge tests for predicting job performance.
Observational (n=196)
High-fidelity simulations (assessment centers) provide incremental validity over low-fidelity simulations and knowledge tests in predicting job performance for advanced-level selection.
In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 predictors work in combination to predict job performance were developed. In a sample of 196 applicants, all 3 predictors were significantly related to job performance. Both the SJT and the AC had incremental validity over the knowledge test. Moreover, the AC had incremental validity over the SJT. Model tests showed that the SJT fully mediated the effects of declarative knowledge on job performance, whereas the AC partially mediated the effects of the SJT.
Lievens et al. (Mon,) conducted a observational in Job applicants in high-stakes selection (n=196). High-fidelity simulations (assessment centers) and low-fidelity simulations (situational judgment tests) vs. Knowledge tests was evaluated on Job performance. High-fidelity simulations (assessment centers) and situational judgment tests both demonstrated incremental validity over knowledge tests for predicting job performance.