What are the effects of revealing dimensions to candidates in an assessment
centre? This question is addressed in two independent studies, using individual exercises. Results in Study 1 showed no difference in construct-related validity
between a transparent (N =99) and a non-transparent group of university
students (N =50),contrary to previous findings by Kleinmann, Kuptsch, and
Köller (1996) and Kleinmann (1997), who used group exercises. Also, mean
ratings did not alter, the exception being the dimension 'Sensitivity', which
increased slightly after the transparency treatment. Conversely, results in
Study 2, which contained a sample of actual job applicants, showed a significant
improvement in construct-related validity for the transparent group (N =297)
compared with the non-transparent group (N =393). Again, mean ratings did
not differ between these two groups. Implications of these findings for practice
and suggestions for future research are discussed in this paper