Candidate Selection Processes and Effects

2015 ◽  
Vol 11 (04) ◽  
pp. 746-748 ◽  
Author(s):  
Meryl Kenny ◽  
Tània Verge

Twenty years ago, Pippa Norris and Joni Lovenduski published the classic workPolitical Recruitment: Gender, Race and Class in the British Parliament(1995), one of the most comprehensive accounts of legislative recruitment thus far. Seeking to explain the social bias evident in legislatures worldwide, Norris and Lovenduski focused on the central role of political parties, arguing that the outcome of parties’ selection processes could be understood in terms of the interaction between thesupplyof candidates wishing to stand for office and thedemandsof party gatekeepers who select the candidates. Indeed, in most countries, political parties control not only which candidates are recruited and selected, but also are the central actors involved in adopting and implementing candidate selection reforms such as gender quotas. Yet, two decades later, systematic studies of the “secret garden” of candidate selection and recruitment have been few and far between in the gender and politics literature. It therefore seems a particularly appropriate time to revisit the core preoccupations, puzzles, and challenges that remain in the field of gender and political recruitment.


Author(s):  
Peter M. Siavelis ◽  
Scott Morgenstern

Candidate recruitment and selection is a complex and opaque process that drives political outcomes and processes. Further, the process of candidate selection is notoriously difficult to study because of its informal nature, the multiplicity of actors involved, and because politicians may prefer to obfuscate their motives when asked about their decisions. Still, the literature has made advances in understanding recruitment and selection (R&S) and this article explores this crucial and understudied topic with respect to Latin America. Much literature has considered the importance of political institutions to candidate selection, but these explanations alone are insufficient. Analyses of political institutions have significantly advanced in the region, but in isolation, their explanatory power can fall short, as evident in examples where similar institutional frameworks yield different outcomes . This suggests the need to include informal processes when analyzing candidate recruitment and selection procedures. Then, armed with a more complete understanding of the processes, we can better assess the impacts of candidate choice on political outcomes. There is extensive work on recruitment and candidate selection in Latin America that focuses on executives, legislators, and gender. Each of these themes provides multiple examples of how outcomes are determined through a combination of formal institutions and informal practices. . The region’s politics have been trending towards more formal, open, and inclusive processes. This is largely a result of the belief that there is a crisis of representation for which parties are to blame. Reformists have thus championed more inclusive selection processes as an antidote to the problem of low-quality representation. By themselves, however, these reforms are insufficient to enhance the quality of democracy and they can have high associated costs for the democratic system. Therefore, the multiple consequences of the R&S process—intended and hidden—should raise caution for scholars and reformers.


2016 ◽  
Vol 51 (3) ◽  
pp. 393-415 ◽  
Author(s):  
Niki Johnson

Quota laws have been widely adopted in Latin America, with significant increases in the number of women elected to parliament in some countries. However, it is far from clear whether the laws have produced the modifications in the gender regimes which inform internal party power structures and dynamics that would allow women to participate – as aspirants or selectors – on an equal footing with their male counterparts in the processes of candidate selection. This article seeks to identify critical nodes where the interplay between the different institutions – systemic, normative and practical – of candidate selection intersects with gendered power relations to facilitate or hinder not only women’s access to elective posts, but the terms of their access. Employing a feminist institutionalist analytical framework, this article presents the findings from qualitative case study research on candidate selection in Uruguay in 2009 and 2014 and situates them within the existing – albeit small – body of studies of gender and candidate selection in the Latin American region.


2021 ◽  
Vol 12 ◽  
Author(s):  
Jessica Schick ◽  
Sebastian Fischer

Recently, with the increase in technological capabilities and the need to reduce bias in candidate selection processes, artificial intelligence (AI)-based selection procedures have been on the rise. However, the literature indicates that candidate reactions to a selection process need to be considered by organizations that compete for employees. In this study, we investigate reactions to AI-based selection procedures in a three-dimensional vignette study among young adults in Germany. By investigating the effects of the dimensions of AI complexity, intangibility, and reliability on the perceived quality of assessment of potential candidates, we found that AI complexity and intangibility impact the perceived quality of assessment negatively when the candidates’ knowledge, strengths, and weaknesses should be assessed. We also found interactive relationships of all three dimensions for the assessment of motivation. In sum, results indicate that candidates are skeptical toward the assessment quality of AI-intense selection processes, especially if these assess complex assessment criteria such as personality or a job performance forecast. Hence, organizations need to be careful when implementing AI-based selection procedures. HR implications are made on the basis of these results to cope with negative candidate perceptions.


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