Culture and Applicant Perceptions of Selection Procedures

2006 ◽  
Author(s):  
Ann Marie Ryan
Keyword(s):  
Selection Procedures ◽  
Applicant Perceptions

Validatie van een vragenlijst over verwachtingen van sollicitanten

2009 ◽  
Vol 22 (1) ◽  
Author(s):  
Bert Schreurs ◽  
Eva Derous ◽  
Karin Proost ◽  
Guy Notelaers ◽  
Karel De Witte
Keyword(s):  
Public Service ◽  
Related Factors ◽  
Total N ◽  
Selection Procedures ◽  
Factorial Model ◽  
Significant Relationships ◽  
Applicant Perceptions ◽  
Potential Difficulty ◽  
Managerial Positions ◽  
Development And Validation

Validation of a Questionnaire on Applicants' Expectations about Selection Procedures Validation of a Questionnaire on Applicants' Expectations about Selection Procedures B. Schreurs, E. Derous, K. Proost, G. Notelaers & K. De Witte, Gedrag & Organisatie, volume 22, March 2009, nr. 1, pp. 50-75 In this paper we present the development and validation of the Applicant Expectation Survey (AES-15), which intends to measure applicants' expectations about the characteristics of selection procedures. The AES-15 contains 15 items and is a shortened, more elaborated version of the original AES-26, which contains 26 items (Schreurs, Derous, Proost, Notelaers & De Witte, 2008). The AES-15 further consists of five scales: Warmth/respect, Chance to demonstrate potential, Difficulty of faking, Unbiased assessment, and Feedback. In this paper, results from three studies with applicants for public service, clerical, and managerial positions (total N = 2178) provided support for the hypothesized 5-factorial model, both for applicants with and without prior selection experience. Significant relationships were found with theoretically related factors such as attractiveness of the job, organizational attractiveness, belief in tests, positive and negative affect, and applicant perceptions (as measured after the procedure). Based on the results, it is concluded that the AES-15 is a reliable and valid measure that can contribute to the literature on applicant perceptions and to the selection practice.

Fairness in Selection and Recruitment: A Stigma Theory Perspective

2009 ◽  
Author(s):  
Ann Marie Ryan ◽  
Jennifer Wessel
Keyword(s):  
Adverse Impact ◽  
Review Of The Literature ◽  
Applicant Reactions ◽  
Selection Procedures ◽  
General Review ◽  
Selection Processes ◽  
Applicant Perceptions ◽  
Core Concepts ◽  
Stigmatized Groups ◽  
Recruitment And Selection

This article explores how concepts from research on stigmatization can inform and enhance the understanding of applicant reactions to selection procedures. It is important to emphasize that the article is not about what might lead an organization's representatives to engage in discriminatory practices or about the adverse impact of different selection tools; it is about the perceptions and behaviors of those applicants who are members of stigmatized groups. It begins with a very brief, general review of the literature on applicant perceptions, where it discusses the importance of studying, in particular, the reactions of individuals who might be considered members of stigmatized groups in any given society. Next, the article introduces some core concepts from the literature on stigmatization. Finally, it discusses how these concepts might inform understanding of how individuals react to recruitment and selection processes beyond what has been established in the literature on applicant reactions.

School leadership in Indonesia: A systematic literature review

2021 ◽  
pp. 174114322110108
Author(s):  
Nasib Tua Lumban Gaol
Keyword(s):  
School Leadership ◽  
Asia Pacific ◽  
Principal Selection ◽  
Selection Procedures ◽  
Leadership And Management ◽  
Sustainable Solutions ◽  
Selection Processes ◽  
High Quality Journal ◽  
School Leadership Practices ◽  
Social Sciences Citation Index

This paper reviews systematically literature on school leadership in the context of Indonesian education from 2004 to 2019. Its purpose is to investigate major issues which exist in the school leadership practices in Indonesia and propose some sustainable solutions so that educational policymakers, stakeholders and scholars can improve their awareness and knowledge of school leadership. Eight core international EDLM (educational leadership and management) journals were used as the source of the literature. Additionally, a high-quality journal with the indexation of Scopus and Social Sciences Citation Index, Asia Pacific Journal of Education (APJE), was included. The literature search yielded 16 articles that were reviewed. This study reports several crucial issues that need to have serious attention paid to them, including a lack of capacity to lead and manage schools, insufficiency of published studies, and the inappropriateness of principal selection processes. The suggested solutions for these problems consist of developing principal training centres in all the provinces of Indonesia, conducting more collaboration with overseas scholars, and improving principal selection procedures. Contributions for theory, practices and further study are provided.

scholarly journals Decision Support System for Evaluating Suitable Job Applicants

Mathematics ◽  
2021 ◽  
Vol 9 (15) ◽  
pp. 1773
Author(s):  
Bogdan Walek ◽  
Ondrej Pektor ◽  
Radim Farana
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Real Data ◽  
Job Applicants ◽  
Inference System ◽  
Selection Procedures ◽  
Novel Approach ◽  
Fuzzy Expert Systems ◽  
Takagi Sugeno

This paper describes a novel approach in the area of evaluating suitable job applicants for various job positions, and specifies typical areas of requirement and their usage. Requirements for this decision-support system are defined in order to be used in middle-size companies. Suitable tools chosen were fuzzy expert systems, primarily the inference system Takagi-Sugeno type, which were then supplied with implementation of methods of variant multi-criteria analysis. The resulting system is a variable tool with the possibility to simply set the importance of individual selection criteria so that it can be used in various situations, primarily in repeated selection procedures for similar job positions. A strong emphasis is devoted to the explanatory module, which enables the results of the expert system to be used easily. Verification of the system on real data in cooperation with a collaborating company has proved that the system is easily usable.

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