Due to the paucity of research on web-based job applicant screening (i.e. cybervetting), the purpose of the current study was to examine the psychometric properties of cybervetting, including an examination of the impact of adding structure to the rating process.,Using a mixed-factorial design, 122 supervisors conducted cybervetting evaluations of applicant personality, cognitive ability, written communication skills, professionalism, and overall suitability. Cross-method agreement (i.e. the degree of similarity between cybervetting ratings and other assessment methods), as well as interrater reliability and agreement were examined, and unstructured versus structured cybervetting rating formats were compared.,Cybervetting assessments demonstrated high interrater reliability and interrater agreement, but only limited evidence of cross-method agreement was provided. In addition, adding structure to the cybervetting process did not enhance the psychometric properties of this assessment technique.,This study highlighted that whereas cybervetting raters demonstrated a high degree of consensus in cybervetting-based attributions, there may be concerns regarding assessment accuracy, as cybervetting-based ratings generally differed from applicant test scores and self-assessment ratings. Thus, employers should use caution when utilizing this pre-employment screening technique.,Whereas previous research has suggested that cybervetting ratings demonstrate convergence with other traditional assessments (albeit with relatively small effects), these correlational links do not provide information regarding cross-method agreement or method interchangeability. Thus, this study bridges a crucial gap in the literature by examining cross-method agreement for a variety of job-relevant constructs, as well as empirically testing the impact of adding structure to the cybervetting rating process.

中文翻译：

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同意不同意：检查网络审查的心理测度

由于对基于网络的求职者筛选（即网络审查）的研究很少，因此，本研究的目的是检查网络审查的心理计量特性，包括研究将结构添加到评级过程中的影响。在混合因素设计中，有122位主管对申请人的个性，认知能力，书面沟通技巧，专业水平和整体适合性进行了网络审查。跨方法一致性（即网络投票评级与其他评估方法之间的相似程度）以及跨界可靠性和一致性进行了检查，并且比较了非结构化与结构化的网络表决评级格式。网络评估表明，高跨界者可靠性和跨界一致性 但仅提供了跨方法协议的有限证据。此外，在网络审查过程中增加结构并不能增强这种评估技术的心理计量学特性。该研究强调，尽管网络审查评估者对基于网络审查的归因显示出高度共识，但随着网络审查的进行，评估准确性可能会受到关注基于评分的评分通常不同于申请人的考试评分和自我评估评分。因此，雇主在使用这种职前筛选技术时应谨慎行事。先前的研究表明，网络审查评级显示出与其他传统评估的融合（尽管影响相对较小），但这些相关链接并未提供有关跨方法协议的信息或方法的互换性。