Pub Date : 2012-03-01DOI: 10.1111/j.1468-2389.2012.00582.x
Leehu Zysberg
This study examined the potential role of hope as a personality trait in performance in personnel selection batteries. We hypothesized that hope would be associated with overall success in the selection process, mediated by coping. One hundred twenty job applicants who went through a full day of individual psychological assessment also filled out measures of hope and coping style. Structural equation modeling analysis provided support for a partial mediation model, with problem‐solving‐oriented coping mediating the association between hope and the psychologists’ general recommendation based on various psychological measures (though hope and coping were not included in the psychologists’ considerations). The model remained significant after controlling for general mental ability, personality, interview, and group simulation measures used in the assessment. The potential implications and limitations of the study are discussed in light of existing research on hope and performance.
{"title":"Hope in Personnel Selection","authors":"Leehu Zysberg","doi":"10.1111/j.1468-2389.2012.00582.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2012.00582.x","url":null,"abstract":"This study examined the potential role of hope as a personality trait in performance in personnel selection batteries. We hypothesized that hope would be associated with overall success in the selection process, mediated by coping. One hundred twenty job applicants who went through a full day of individual psychological assessment also filled out measures of hope and coping style. Structural equation modeling analysis provided support for a partial mediation model, with problem‐solving‐oriented coping mediating the association between hope and the psychologists’ general recommendation based on various psychological measures (though hope and coping were not included in the psychologists’ considerations). The model remained significant after controlling for general mental ability, personality, interview, and group simulation measures used in the assessment. The potential implications and limitations of the study are discussed in light of existing research on hope and performance.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"126 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114644759","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2012-03-01DOI: 10.1111/j.1468-2389.2012.00573.x
F. Schmidt
Many industrial/organizational (I/O) psychologists, both academics and practitioners, believe that the content validity model is not appropriate for cognitive ability measures used in personnel selection. They believe that cognitive tests can have criterion validity and construct validity but not content validity. Based on a review of the broader differential psychology research literature on cognitive skills, aptitudes, and abilities, this article demonstrates that with the proper content validity procedures, cognitive ability measures, including, ultimately, some de facto measures of general cognitive ability, can have content validity in addition to criterion and construct validity. Finally, the article considers, critiques, and refutes the specific arguments contending that content validity is inappropriate for use with cognitive skills and abilities. These research facts have implications for I/O practice, professional standards, and legal defensibility of selection programs.
{"title":"Cognitive Tests Used in Selection Can Have Content Validity as Well as Criterion Validity: A Broader Research Review and Implications for Practice","authors":"F. Schmidt","doi":"10.1111/j.1468-2389.2012.00573.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2012.00573.x","url":null,"abstract":"Many industrial/organizational (I/O) psychologists, both academics and practitioners, believe that the content validity model is not appropriate for cognitive ability measures used in personnel selection. They believe that cognitive tests can have criterion validity and construct validity but not content validity. Based on a review of the broader differential psychology research literature on cognitive skills, aptitudes, and abilities, this article demonstrates that with the proper content validity procedures, cognitive ability measures, including, ultimately, some de facto measures of general cognitive ability, can have content validity in addition to criterion and construct validity. Finally, the article considers, critiques, and refutes the specific arguments contending that content validity is inappropriate for use with cognitive skills and abilities. These research facts have implications for I/O practice, professional standards, and legal defensibility of selection programs.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125279283","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2009-09-01DOI: 10.1111/j.1468-2389.2009.00472.x
H. Bernardin, C. Tyler, P. Villanova
We investigated the predictability of rating level and two measures of rating accuracy from rater Agreeableness (A) and Conscientiousness (C) scores of the Five Factor Model. One hundred and twenty-six students made peer ratings after participating in several group exercises under conditions designed to emulate the modal peer rating system in which raters had low accountability for their ratings. Scores were correlated with average rating level (r=.18, p<.05) and both measures of rating accuracy (p<.05) and C scores were correlated with rating level (−.20, p<.05) and both measures of rating accuracy (p<.05). As suggested by Bernardin, Villanova, and Cooke (Journal of Applied Psychology, 85, 232–236, 2000), raters who were both more agreeable and less conscientious made the most lenient and least accurate ratings. Contrary to Yun, Donahue, Dudley, and McFarland (International Journal of Selection and Assessment, 13, 97–107, 2005), more agreeable raters also tended to rate the least effective performers more leniently than did other raters.
我们从五因素模型的评分者宜人性(A)和尽责性(C)得分中研究了评分水平的可预测性和评分准确性的两种测量方法。126名学生在参加了几个小组练习后进行了同伴评分，这些小组练习是在模拟模态同伴评分系统的条件下进行的，在模态同伴评分系统中，评分者对他们的评分不负责任。得分与平均评分水平相关(r=。18, p< 0.05)，评分准确度(p< 0.05)和C得分均与评分水平相关(−。20, p< 0.05)和两种评定准确度测量(p< 0.05)。正如Bernardin, Villanova和Cooke (Journal of Applied Psychology, 85, 232 - 236,2000)所指出的那样，那些既随和又不认真的评分者做出了最宽松和最不准确的评分。与Yun, Donahue, Dudley和McFarland (International Journal of Selection and Assessment, 13, 97-107, 2005)相反，更随和的评分者也倾向于比其他评分者更宽容地评价效率最低的员工。
{"title":"Rating Level and Accuracy as a Function of Rater Personality","authors":"H. Bernardin, C. Tyler, P. Villanova","doi":"10.1111/j.1468-2389.2009.00472.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2009.00472.x","url":null,"abstract":"We investigated the predictability of rating level and two measures of rating accuracy from rater Agreeableness (A) and Conscientiousness (C) scores of the Five Factor Model. One hundred and twenty-six students made peer ratings after participating in several group exercises under conditions designed to emulate the modal peer rating system in which raters had low accountability for their ratings. Scores were correlated with average rating level (r=.18, p<.05) and both measures of rating accuracy (p<.05) and C scores were correlated with rating level (−.20, p<.05) and both measures of rating accuracy (p<.05). As suggested by Bernardin, Villanova, and Cooke (Journal of Applied Psychology, 85, 232–236, 2000), raters who were both more agreeable and less conscientious made the most lenient and least accurate ratings. Contrary to Yun, Donahue, Dudley, and McFarland (International Journal of Selection and Assessment, 13, 97–107, 2005), more agreeable raters also tended to rate the least effective performers more leniently than did other raters.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2009-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131050107","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2009-09-01DOI: 10.1111/j.1468-2389.2009.00468.x
S. Dilchert, D. Ones
This study provides an investigation of the nomological net for the seven primary assessment center (AC) dimensions identified by Arthur, Day, McNelly, and Eden (Personnel Psychology, 56, 125–154, 2003). In doing so, the authors provide the first robust estimates of the relationships between all primary AC dimensions with cognitive ability and the Big 5 factors of personality. Additionally, intercorrelations between AC dimensions based on sample sizes much larger than those previously available in the meta-analytic literature are presented. Data were obtained from two large managerial samples (total N=4985). Primary data on AC dimensions, personality, and cognitive ability interrelationships were subsequently integrated with meta-analytic data to estimate incremental validity for optimally and unit-weighted AC dimension composites as well as overall AC ratings over psychometric tests of personality and cognitive ability. Results show that unit- and optimally weighted composites of construct-based AC dimensions add incremental validity over tests of personality and cognitive ability, while overall AC ratings (including those obtained using subjective methods of data combination) do not.
{"title":"Assessment Center Dimensions: Individual Differences Correlates and Meta-Analytic Incremental Validity","authors":"S. Dilchert, D. Ones","doi":"10.1111/j.1468-2389.2009.00468.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2009.00468.x","url":null,"abstract":"This study provides an investigation of the nomological net for the seven primary assessment center (AC) dimensions identified by Arthur, Day, McNelly, and Eden (Personnel Psychology, 56, 125–154, 2003). In doing so, the authors provide the first robust estimates of the relationships between all primary AC dimensions with cognitive ability and the Big 5 factors of personality. Additionally, intercorrelations between AC dimensions based on sample sizes much larger than those previously available in the meta-analytic literature are presented. Data were obtained from two large managerial samples (total N=4985). Primary data on AC dimensions, personality, and cognitive ability interrelationships were subsequently integrated with meta-analytic data to estimate incremental validity for optimally and unit-weighted AC dimension composites as well as overall AC ratings over psychometric tests of personality and cognitive ability. Results show that unit- and optimally weighted composites of construct-based AC dimensions add incremental validity over tests of personality and cognitive ability, while overall AC ratings (including those obtained using subjective methods of data combination) do not.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"6 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2009-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116316093","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2009-09-01DOI: 10.1111/j.1468-2389.2009.00469.x
J. Levashina, F. Morgeson, M. Campion
Despite its scientific and practical importance, relatively few studies have been conducted to investigate the relationship between job applicant mental abilities and faking. Some studies suggest that more intelligent people fake less because they do not have to. Other studies suggest that more intelligent people fake more because they have increased capacity to fake. Based on a model of faking likelihood, we predicted that job candidates with a high level of mental abilities would be less likely to fake a biodata measure. However, for candidates who did exhibit faking on the biodata measure, we expected there would be a strong positive relationship between mental abilities and faking, because mental abilities increase their capacity to fake. We found considerable support for hypotheses on a large sample of job candidates (N=17,368), using the bogus item technique to detect faking.
{"title":"They Don't Do it Often, But They Do it Well: Exploring the Relationship between Applicant Mental Abilities and Faking","authors":"J. Levashina, F. Morgeson, M. Campion","doi":"10.1111/j.1468-2389.2009.00469.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2009.00469.x","url":null,"abstract":"Despite its scientific and practical importance, relatively few studies have been conducted to investigate the relationship between job applicant mental abilities and faking. Some studies suggest that more intelligent people fake less because they do not have to. Other studies suggest that more intelligent people fake more because they have increased capacity to fake. Based on a model of faking likelihood, we predicted that job candidates with a high level of mental abilities would be less likely to fake a biodata measure. However, for candidates who did exhibit faking on the biodata measure, we expected there would be a strong positive relationship between mental abilities and faking, because mental abilities increase their capacity to fake. We found considerable support for hypotheses on a large sample of job candidates (N=17,368), using the bogus item technique to detect faking.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"41 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2009-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130003370","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2007-06-01DOI: 10.1111/j.1468-2389.2007.00384.x
M. Benson, J. Campbell
In this study, we tested for a set of complex, nonlinear relationships between derailing/dark side personality composites and leadership performance using two independent samples of managers/leaders (N=1306 and N=290 for Study 1 and 2, respectively). Based on the structure and characteristics of the derailing/dark side trait composites, we expected the relationship between these composites and leadership performance would best be described with an inverted U function. In Study 1, we found evidence of a nonlinear relationship between the derailing composite, as measured by the Global Personality Inventory (copyright), and behaviorally based, structured ratings of leadership performance in an assessment center. Similarly, Study 2 found evidence for a nonlinear relationship between dark side composites, as measured by the Hogan Development Survey (copyright), and supervisory/other ratings of leadership performance. We discuss the implications of these complex, nonlinear findings with respect to the continued use of personality for the selection and promotion of future leaders. Limitations of the current study and directions for future research are noted.
在本研究中，我们使用两个独立的管理者/领导者样本(研究1和研究2分别为N=1306和N=290)来测试脱轨/黑暗面人格复合材料与领导绩效之间的一系列复杂的非线性关系。基于出轨/黑暗面特质复合特质的结构和特征，我们期望这些复合特质与领导绩效之间的关系可以用倒U函数来描述。在研究1中，我们发现了由全球人格量表(版权所有)测量的出轨组合与评估中心基于行为的领导绩效结构化评级之间存在非线性关系的证据。同样，研究2也发现了黑暗面复合材料(由霍根发展调查(Hogan Development Survey，版权所有)衡量)与领导表现的监督/其他评级之间存在非线性关系的证据。我们讨论了这些复杂的、非线性的研究结果对未来领导者的选择和晋升的影响。指出了当前研究的局限性和未来的研究方向。
{"title":"To Be, or Not to Be, Linear: An Expanded Representation of Personality and its Relationship to Leadership Performance","authors":"M. Benson, J. Campbell","doi":"10.1111/j.1468-2389.2007.00384.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2007.00384.x","url":null,"abstract":"In this study, we tested for a set of complex, nonlinear relationships between derailing/dark side personality composites and leadership performance using two independent samples of managers/leaders (N=1306 and N=290 for Study 1 and 2, respectively). Based on the structure and characteristics of the derailing/dark side trait composites, we expected the relationship between these composites and leadership performance would best be described with an inverted U function. In Study 1, we found evidence of a nonlinear relationship between the derailing composite, as measured by the Global Personality Inventory (copyright), and behaviorally based, structured ratings of leadership performance in an assessment center. Similarly, Study 2 found evidence for a nonlinear relationship between dark side composites, as measured by the Hogan Development Survey (copyright), and supervisory/other ratings of leadership performance. We discuss the implications of these complex, nonlinear findings with respect to the continued use of personality for the selection and promotion of future leaders. Limitations of the current study and directions for future research are noted.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"305 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2007-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"117056378","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2007-06-01DOI: 10.1111/j.1468-2389.2007.00383.x
N. Kuncel, Matthew J. Borneman
This study presents a new method for developing faking detection scales based on idiosyncratic item-response patterns. Two scoring schemes based on this approach strongly differentiated between scores obtained under honest vs directed faking conditions in cross-validation samples (r=(pb).45 and .67). This approach is shown to successfully classify between 20% and 37% of faked personality measures with only a 1% false positive rate in a sample comprised of 56% honest responses. Of equal importance, this method does not result in a scale that meaningfully correlates with personality or cognitive ability tests. This study raises many questions about both the source and generalizabiltiy of the effect. Key directions for future research and improved scale development that may limit or enhance the utility of the idiosyncratic item-response method are discussed.
{"title":"Toward a New Method of Detecting Deliberately Faked Personality Tests: The Use of Idiosyncratic Item Responses","authors":"N. Kuncel, Matthew J. Borneman","doi":"10.1111/j.1468-2389.2007.00383.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2007.00383.x","url":null,"abstract":"This study presents a new method for developing faking detection scales based on idiosyncratic item-response patterns. Two scoring schemes based on this approach strongly differentiated between scores obtained under honest vs directed faking conditions in cross-validation samples (r=(pb).45 and .67). This approach is shown to successfully classify between 20% and 37% of faked personality measures with only a 1% false positive rate in a sample comprised of 56% honest responses. Of equal importance, this method does not result in a scale that meaningfully correlates with personality or cognitive ability tests. This study raises many questions about both the source and generalizabiltiy of the effect. Key directions for future research and improved scale development that may limit or enhance the utility of the idiosyncratic item-response method are discussed.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2007-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125391624","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The dramatic surge in the use of the Internet for administering employee selection procedures has generated substantial interest in how candidate reactions to these tools influence perceptions of a potential employer. However, it is unlikely that all candidates attend to the same characteristics of Internet-based systems, or that these characteristics influence all candidates in similar ways. In this study involving a cross-organizational applicant sample, we observed strong links between system speed and user-friendliness perceptions, and company image. In addition, our results indicated that these characteristics are more impactful for candidates with less prior Internet experience and potentially, for older candidates as well. We review implications of our findings for organizations pursuing the Internet as an exclusive or primary medium for administering selection tools.
{"title":"Nothing But Net? Corporate Image and Web-Based Testing","authors":"E. Sinar, D. Reynolds, S. Paquet","doi":"10.1111/1468-2389.00238","DOIUrl":"https://doi.org/10.1111/1468-2389.00238","url":null,"abstract":"The dramatic surge in the use of the Internet for administering employee selection procedures has generated substantial interest in how candidate reactions to these tools influence perceptions of a potential employer. However, it is unlikely that all candidates attend to the same characteristics of Internet-based systems, or that these characteristics influence all candidates in similar ways. In this study involving a cross-organizational applicant sample, we observed strong links between system speed and user-friendliness perceptions, and company image. In addition, our results indicated that these characteristics are more impactful for candidates with less prior Internet experience and potentially, for older candidates as well. We review implications of our findings for organizations pursuing the Internet as an exclusive or primary medium for administering selection tools.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2003-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128518366","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
E. Perry, Patricia A. Simpson, Orla M. NicDomhnaill, Deanna M. Siegel
The current study used survey data collected by a top job search web site to explore the extent to which older (50-64 years), middle-aged (40-49 years), and younger (18-39 years) computer programmers reported different levels of human capital (e.g., job tenure) and specialized computer skills (e.g., number of programming languages). In addition, we explored the effect of age on annual salary and job benefits controlling for both traditional human capital factors and specialized computer skills. Although older computer programmers reported higher levels of most human capital factors, there were no differences in the ten specialized computer skills as a function of age. Results also indicated that age was negatively associated with both annual salary and job benefits levels even when human capital factors and specialized computer skills were statistically controlled. However, the variance accounted for by age was quite small.
{"title":"Is There a Technology Age Gap? Associations Among Age, Skills, and Employment Outcomes","authors":"E. Perry, Patricia A. Simpson, Orla M. NicDomhnaill, Deanna M. Siegel","doi":"10.1111/1468-2389.00237","DOIUrl":"https://doi.org/10.1111/1468-2389.00237","url":null,"abstract":"The current study used survey data collected by a top job search web site to explore the extent to which older (50-64 years), middle-aged (40-49 years), and younger (18-39 years) computer programmers reported different levels of human capital (e.g., job tenure) and specialized computer skills (e.g., number of programming languages). In addition, we explored the effect of age on annual salary and job benefits controlling for both traditional human capital factors and specialized computer skills. Although older computer programmers reported higher levels of most human capital factors, there were no differences in the ten specialized computer skills as a function of age. Results also indicated that age was negatively associated with both annual salary and job benefits levels even when human capital factors and specialized computer skills were statistically controlled. However, the variance accounted for by age was quite small.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2003-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123766910","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The results of a survey are presented which examined technology use in recruiting and selection in order to determine (a) what technologies are being used in HR, (b) HR managers' goals for using these technologies, (c) the extent to which these goals are being met, and (d) what organizational factors (e.g., organizational image) lead to adopting these technologies. We conclude that the use of HR technologies is in a state of flux with most organizations continuing to use a mix of traditional and technology-based HR methods. Furthermore, technology-based solutions are not necessarily a panacea for HR managers: nearly a third reported that their attempts to use HR technology have resulted in limited or moderate success.
{"title":"The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates","authors":"Derek Chapman, J. Webster","doi":"10.1111/1468-2389.00234","DOIUrl":"https://doi.org/10.1111/1468-2389.00234","url":null,"abstract":"The results of a survey are presented which examined technology use in recruiting and selection in order to determine (a) what technologies are being used in HR, (b) HR managers' goals for using these technologies, (c) the extent to which these goals are being met, and (d) what organizational factors (e.g., organizational image) lead to adopting these technologies. We conclude that the use of HR technologies is in a state of flux with most organizations continuing to use a mix of traditional and technology-based HR methods. Furthermore, technology-based solutions are not necessarily a panacea for HR managers: nearly a third reported that their attempts to use HR technology have resulted in limited or moderate success.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2003-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131904229","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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