Temporal stability and retest effects across personnel selection methods

2008 ◽  
Author(s):  
Matthew Reeder ◽  
Dennis Doverspike ◽  
Matthew O'Connell
Keyword(s):  
Personnel Selection ◽  
Temporal Stability ◽  
Selection Methods

scholarly journals Personnel selection methods and the employee’s labour market

2020 ◽  
Vol 2020 (49) ◽  
Author(s):  
Olga Zwardoń-Kuchciak ◽  
Agnieszka Lipińska-Grobelny
Keyword(s):  
Labour Market ◽  
Personnel Selection ◽  
Selection Methods

scholarly journals FEATURES OF SELECTION OF SECONDARY MEDICAL PERSONNEL OF THE ORGANIZATION OF THE HEALTH AND RESORT SPHERE

2021 ◽  
Vol 7 (4(44)) ◽  
pp. 36-43
Author(s):  
Evgeniya Alexandrovna Sergeeva
Keyword(s):  
Personnel Selection ◽  
Selection Process ◽  
Medical Personnel ◽  
Competency Model ◽  
Selection Methods ◽  
Job Description ◽  
Selection Problems ◽  
Financial Time ◽  
Labor Resources ◽  
Selection Of

The construction of the personnel selection process allows you to systematize work with candidates and make it more effective by using selection methods that meet the goals of the organization in the field of human resource management. If the selection is carried out intuitively and not structured, the company spends a large amount of financial, time and labor resources, while losing the opportunity to analyze the effectiveness: without fixed responsibility for the selection stages of organizational units, prescribed selection stages and requirements for the candidate at each stage, the organization cannot, if necessary, identify problems in time and promptly adjust the process. This article describes the procedures for the selection of secondary medical personnel in a sanatorium-resort organization. The analysis of the personnel selection process of a sanatorium-resort organization is carried out, the selection problems are highlighted, which the authors’ recommendations are aimed at, in particular, a competency model is developed, and a portrait of the candidate is formulated that corresponds to the competency model, job description and opinions of the participants in the selection process.

Validation of the Basque Revised NEO Personality Inventory (NEO PI-R)

2011 ◽  
Vol 27 (3) ◽  
pp. 193-205 ◽  
Author(s):  
Arantxa Gorostiaga ◽  
Nekane Balluerka ◽  
Itziar Alonso-Arbiol ◽  
Mikel Haranburu
Keyword(s):  
Big Five ◽  
Personnel Selection ◽  
Discriminant Validity ◽  
Temporal Stability ◽  
Personality Inventory ◽  
Self Report ◽  
Neo Personality Inventory ◽  
Revised Neo Personality Inventory ◽  
Selection Processes ◽  
And Gender

Although personnel selection processes for Basque civil servants often involve the assessment of personality, there are currently no Basque self-report instruments that provide valid and reliable measures of the Big-Five factors of personality. The aim of this study was to validate the Basque version of the Revised NEO Personality Inventory (NEO PI-R; Costa & McCrae, 1992 ), by examining its psychometric properties. We assessed the dimensionality of the instrument, the convergent and discriminant validity, the temporal stability, and the internal consistency of each dimension. Relationships between NEO PI-R domains and other variables (i.e., gender and age) were also examined. The sample was composed of 1,790 participants (1,031 women and 759 men), whose ages ranged between 16 and 65. Results suggest that the Basque version of NEO PI-R allows assessing personality from the Big-Five framework in a valid and accurate way. The age and gender pattern of personality domains are in consonance with previous findings in other cultures, notably with those observed in Spanish samples.

scholarly journals Applicants reaction towards the personnel selection methods in Pakistan

2020 ◽  
Vol 7 (1) ◽  
pp. 1816418
Author(s):  
Qandeel Hassan ◽  
Ghulam Abid ◽  
Jamil Ahmad ◽  
Muhammad Ali ◽  
Ahmed Hussain Khan ◽  
...  
Keyword(s):  
Personnel Selection ◽  
Selection Methods

Het kerend academisch tij: kansen voor de selectiepsychologie

2012 ◽  
Vol 25 (3) ◽  
Author(s):  
Marise Born
Keyword(s):  
Social Media ◽  
Organizational Behavior ◽  
Personnel Selection ◽  
Psychological Research ◽  
Evidence Based ◽  
Research Needs ◽  
Selection Methods ◽  
Favorable Impression ◽  
Selection Research ◽  
Meta Analyses

The turning academic tide: Chances for personnel selection research The turning academic tide: Chances for personnel selection research The psychology of personnel selection is one of the oldest and most important applied domains within psychology. After a period of little academic interest in the Netherlands for this domain, the present age offers new chances for selection research. The Dutch governmental research organization NWO requests submitted research proposals to deliver results which are societally useful. Selection research without any doubt fulfills this requirement. Results from 82 meta-analyses of psychological research (Mitchell, 2012) demonstrate the significance of research valorization as well: the tenability in practice of psychological lab research was best for work and organizational psychology, specifically in the area of selection, training, personnel management and organizational behavior. Selection research needs to make use of the favorable impression it makes by conducting more and innovative research, such as studying technologically advanced selection methods and the usefulness of social media for selection. Such research will promote an evidence-based selection practice.

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