scholarly journals Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures.

2013 ◽  
Vol 98 (2) ◽  
pp. 326-341 ◽  
Author(s):  
Anne Jansen ◽  
Klaus G. Melchers ◽  
Filip Lievens ◽  
Martin Kleinmann ◽  
Michael Brändli ◽  
...  
Keyword(s):  
Personnel Selection ◽  
Behavioral Consistency ◽  
Situation Assessment ◽  
Selection Procedures

Saving Millions through Judicious Selection of Employees

1984 ◽  
Vol 13 (4) ◽  
pp. 409-415 ◽  
Author(s):  
Charles B. Schultz
Keyword(s):  
Personnel Selection ◽  
Selection Procedures ◽  
Selection For ◽  
Selection Of

Tests and other personnel selection procedures help in selecting good employees. Test utility studies show the value of selection for increasing productivity. Information about a test and about productivity of the workers can be used to quantify the gain that can be achieved by selecting the better workers. Increasing productivity by $5,000 per year per hire is not too much to expect.

Principles for the Validation and Use of Personnel Selection Procedures

2004 ◽  
Author(s):  
Nancy T. Tippins
Keyword(s):  
Personnel Selection ◽  
Selection Procedures

scholarly journals Reasons for Being Selective When Choosing Personnel Selection Procedures

2010 ◽  
Vol 18 (1) ◽  
pp. 17-27 ◽  
Author(s):  
Cornelius J. König ◽  
Ute-Christine Klehe ◽  
Matthias Berchtold ◽  
Martin Kleinmann
Keyword(s):  
Personnel Selection ◽  
Selection Procedures

scholarly journals The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures.

2017 ◽  
Vol 102 (1) ◽  
pp. 43-66 ◽  
Author(s):  
Filip Lievens ◽  
Paul R. Sackett
Keyword(s):  
Personnel Selection ◽  
Modular Approach ◽  
Selection Procedures ◽  
Method Factors

scholarly journals Dear Computer on My Desk, Which Candidate Fits Best? An Assessment of Candidates’ Perception of Assessment Quality When Using AI in Personnel Selection

2021 ◽  
Vol 12 ◽  
Author(s):  
Jessica Schick ◽  
Sebastian Fischer
Keyword(s):  
Personnel Selection ◽  
Selection Process ◽  
Three Dimensional ◽  
Perceived Quality ◽  
Candidate Selection ◽  
Three Dimensions ◽  
Selection Procedures ◽  
Selection Processes ◽  
Candidate Perceptions

Recently, with the increase in technological capabilities and the need to reduce bias in candidate selection processes, artificial intelligence (AI)-based selection procedures have been on the rise. However, the literature indicates that candidate reactions to a selection process need to be considered by organizations that compete for employees. In this study, we investigate reactions to AI-based selection procedures in a three-dimensional vignette study among young adults in Germany. By investigating the effects of the dimensions of AI complexity, intangibility, and reliability on the perceived quality of assessment of potential candidates, we found that AI complexity and intangibility impact the perceived quality of assessment negatively when the candidates’ knowledge, strengths, and weaknesses should be assessed. We also found interactive relationships of all three dimensions for the assessment of motivation. In sum, results indicate that candidates are skeptical toward the assessment quality of AI-intense selection processes, especially if these assess complex assessment criteria such as personality or a job performance forecast. Hence, organizations need to be careful when implementing AI-based selection procedures. HR implications are made on the basis of these results to cope with negative candidate perceptions.

Adverse Impact in Personnel Selection: The Legal Framework and Test Bias

2001 ◽  
Vol 6 (2) ◽  
pp. 103-111 ◽  
Author(s):  
Luis Aramburu-Zabala Higuera
Keyword(s):  
Personnel Selection ◽  
Minority Groups ◽  
The United States ◽  
Legal Framework ◽  
Adverse Impact ◽  
Behavioral Consistency ◽  
Work Sample ◽  
Traditional Assessment ◽  
Consistency Model ◽  
Indirect Discrimination

By the early 1990s, public concern in Europe over discrimination against women and minority groups had grown manifestly. This confronted psychologists with the problem of the disproportionate representation of various subgroups in certain kinds of jobs. In this article we first deal with the major upheaval in the legal issues that presently shape the selection practices in Europe and the United States. We then turn our attention to the problem of indirect discrimination and the discussion on the validity of some of the most representative assessment devices used in selection. Although there has not been a systematic application of work-sample tests in Europe over the past decades, some organizations have turned to the behavioral-consistency model in an attempt to avoid the problems of job-relatedness and adverse impact of the traditional assessment procedures.

Waarom personeelsselecteurs Mark prefereren boven Mohammed

2012 ◽  
Vol 28 (2) ◽  
Author(s):  
Eline Nievers ◽  
Iris Andriessen ◽  
Laila Faulk
Keyword(s):  
Labour Market ◽  
Educational Level ◽  
Personnel Selection ◽  
Work Experience ◽  
Personal Experience ◽  
Ethnic Background ◽  
Selection Procedures ◽  
Behavior Based ◽  
Depth Interviews

Why employers prefer Mark to Mohammed Why employers prefer Mark to Mohammed In personnel selection procedures, Dutch employers prefer Dutch candidates to those with a non-western minority background with same educational level, age and work experience. We conducted 106 in-depth interviews to examine why employers and other personnel selectors in the Dutch labour market prefer Dutch candidates. Results show that employers associate workers of Moroccan and of Antillean descent with employment risks, such as trouble on the work floor. As the consequence, these candidates are put in the back of the labour queue. Employers have more positive associations with people from a Surinamese or Turkish background, but, nevertheless, prefer candidates from a Dutch background. Dutch candidates are more familiar and therefore the safer choice. We conclude that the preference for employees with a Dutch ethnic background is the result of risk avoiding behavior, based upon personal experience and images of ethnicity in media and society.

Relative Merits of Several Missing Data Estimators in Personnel Selection Procedures

1978 ◽  
Author(s):  
James L. Raney ◽  
Paul J. Duffy ◽  
Arthur C. F. Gilbert
Keyword(s):  
Missing Data ◽  
Personnel Selection ◽  
Selection Procedures
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