By Ioannis Nikolaou
Personnel choice is altering. when conventional face-to-face interviews are nonetheless universal, the variety of review methods that tell the choice of applicants is more and more varied, taking virtue not just of latest applied sciences, but additionally utilizing new tools and techniques, corresponding to overview centres and character checking out. This new assortment appears to be like on the most vital modern concerns in recruitment, choice and review this present day, highlighting the most recent examine from the point of view of either recruiter and applicant.
The ebook is written by means of a world diversity of widespread students during this quarter, and gives updated research of key subject parts, together with:
- How measurements of intelligence can impression on recruitment rules
- The use and price of character assessments
- An research of social interplay within the interview method
- The worth and impression of video resumes in recruitment
- How social networks have an effect on how candidates are perceived
- Job research and capabilities modelling
Part of the Current concerns in paintings & Organizational Psychology sequence, this can be a big booklet that shines a mild at the most recent conception and perform in worker recruitment. it is going to curiosity not just scholars and researchers of Organizational Psychology, HRM and company and administration, yet also will have interaction execs within the box.
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Extra info for Employee Recruitment, Selection, and Assessment: Contemporary Issues for Theory and Practice
Example text
This finding is consistent with the theory that applicants use pay as a screening variable, and that once a reserve wage (the lowest wage considered acceptable by the applicant) is met, pay loses its status as a powerful attractant (Lippman & McCall, 1976). When pay information is introduced in the recruiting process, its effectiveness is contingent upon the relative favorability of this information for candidates. A clear pay leader may wish to advertise this fact in job ads to attract the most applicants.
These thoughts of quitting can introduce cognitive dissonance (Festinger, 1957) as the potential candidate, who may have been previously satisfied on the job, now reappraises the job in light of the new alternative. The unfolding model of turnover (Lee & Mitchell, 1994) goes further to incorporate several turnover paths that employees may follow depending on the nature of their unhappiness with their company. The most relevant paths from this model from a headhunting perspective are the paths involving ‘shocks’ or significant events that cause employees to reevaluate their relationship with their employer.
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