Reasons for Being Selective When Choosing Personnel Selection Procedures

  title={Reasons for Being Selective When Choosing Personnel Selection Procedures},
  author={Cornelius J. K{\"o}nig and Ute-Christine Klehe and Matthias Berchtold and Martin Kleinmann},
  journal={Wiley-Blackwell: International Journal of Selection \& Assessment},
The scientist–practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain selection procedures. Based on institutional theory, we predicted that six variables should determine the use of selection procedures: the procedures' diffusion in the field, legal problems associated with the procedures, applicant reactions to the procedures, their usefulness for organizational self-promotion, their… 
Increasing systematicity leads to better selection decisions: Evidence from a computer paradigm for evaluating selection tools
The fact that increasing systematicity led to better selection decisions in a controlled laboratory experiment, along with process-related measures, suggests that this kind of paradigm could be useful when evaluating new tools for improving selection decisions, before they are tested in large field studies of actual personnel selection.
A different look at why selection procedures work
Personnel selection procedures such as assessment centers, structured interviews, and personality inventories are useful predictors of candidates' job performance. In addition to existing
identify criteria A different look at why selection procedures work: The role of candidates' ability to
Personnel selection procedures such as assessment centers, structured interviews, and personality inventories are useful predictors of candidates’ job performance. In addition to existing
Preselection Methods Prior to the Internal Assessment Center for Personnel Selection in German Companies
Companies frequently use preselection methods in order to identify eligible candidates before conducting assessment centers (ACs). The present study was the first to investigate current practices of
The Influence of Economic and Social Factors on the Choice of Search Procedures Used by Third Party Recruiters
Many organizations employ the services of third party recruiters in order to find suitable candidates for their free positions. Yet, we still know little about what drives search agents to use the
Recruitment and Selection Techniques in Manufacturing and Service Organizations Operating in India
Primary data based on 426 respondents were analyzed to compare the recruitment and selection techniques being practiced by Manufacturing and Service organizations operating in India. For the analysis
Selecting the Good vs. Rejecting the Bad: Regulatory Focus Effects on Staffing Decision Making
Although staffing decisions are typically conceptualized as motivated by the desire to select the best employees, many managers and human resources practitioners may be more concerned with avoiding
Applicant reactions are similar across countries: A refined replication with assessment center data from the European Union.
Abstract. Many organizations receive applications from people from different countries, and this is reflected in the research interest in cross-cultural differences in applicant reactions. The
Computerized adaptive testing in industrial and organizational psychology
The overarching goal of this dissertation is to increase the precision and efficiency of the measurement tools that are used to make selection decisions in industrial/organizational psychology, by
A study of education and KSAOs on career entry for product engineers: What employers really want
The purpose of the study was to investigate the ways that employers of product engineers evaluate potential employees’ job readiness, and which theories related to the education-work transaction are


Personnel selection.
This chapter reviews literature from approximately mid-1993 through early 1996 in the areas of performance and criteria, validity, statistical and equal opportunity issues, selection for work groups,
Evolving Personnel Selection Practices in New Zealand Organisations and Recruitment Firms
Interviews were conducted with representatives from 100 randomly-selected organisations with 200 or more employees, and 30 recruitment consultancies in New Zealand in order to determine current
Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis
An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta-analysis. Results from 86 independent samples (N= 48,750) indicated that applicants who
Recruiting and selecting professionals: context, qualities and method
Evidence based on a survey of professional firms and in-depth interviews with decision-makers responsible for selection examines the most frequently used and valued methods for hiring qualified
Australian Management Selection Practices: Closing the Gap between Research Findings and Practice
Three arguments were made for expecting changes in selection practice over the past decade: 1) time necessary to transfer research findings into practice, 2) evidence that HRM has become more
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19
Applicant self-selection: correlates of withdrawal from a multiple hurdle process.
Differences between those who stayed in the process and those who self-selected out were observed in most areas, and thoseWho self- selected out at early stages differed from those self-selecting out at later stages, indicating some of the difficulties an organization faces in attempting to diversify.
Preemployment screening procedures: How human resource managers perceive them
A survey of Human Resource practitioners' perceptions of pre-employment screening procedures was conducted. The results indicated differences between tests in terms of perceived accuracy and
Fairness Reactions to Selection Methods: An Italian Study
This study examined the fairness reactions to 10 personnel selection methods in a sample of Italian students. University students (N=137) were asked to rate the favorability of these selection
An empirical investigation of interviewer-related factors that discourage the use of high structure interviews
High structure interviews appear to be less frequently used in personnel management practice than might be expected given their good reliability and validity. Although several authors have speculated