Judging good appearance in personnel selection

ABSTRACT Judgement of what one views as good appearance in the selection of job applicants may reveal racial bias in access to the labor market. The purpose of this study is to evaluate the effects of racism in judging physical appearance in personnel selection. The non-random sample was composed of seventy-four (74) participants, of whom forty-two were human resources professionals (57%). The instruments used were an assessment of résumés, a set of prejudice scales, an inventory of racism in the labor market, an indicator of good appearance and a sociodemographic questionnaire. Three hypotheses were tested. Hypothesis 1, which postulated a preference for white candidates was confirmed. Hypothesis 2 was corroborated, because the professionals showed a higher tendency to choose candidates with a fairer complexion. Hypothesis 3, which made reference to good appearance was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.

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A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

Business And Management Studies An International Journal ◽

10.15295/bmij.v6i2.270 ◽

2018 ◽

Vol 6 (2) ◽

pp. 694-716

Author(s):

Yavuz ÖZDEMİR ◽

Kemal Gökhan NALBANT

Keyword(s):

Human Resources ◽

Personnel Selection ◽

Selection Criteria ◽

Choquet Integral ◽

Human Resources Management ◽

Selection Problem ◽

Resources Management ◽

Selection For ◽

Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources.

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Computerized Systems of Career Information and Guidance: A State-of-the-Art

Journal of Educational Technology Systems ◽

10.2190/70eq-3fpy-jy01-ue7m ◽

1982 ◽

Vol 10 (3) ◽

pp. 235-255 ◽

Cited By ~ 8

Author(s):

Marilyn D. Jacobson ◽

Barbara T. Grabowski

Keyword(s):

Labor Market ◽

Human Resources ◽

Financial Aid ◽

State Of The Art ◽

Market Information ◽

Career Information ◽

School Settings ◽

Theoretical Approaches ◽

Computer Based ◽

Selection Of

The need for timely, accurate, and locally relevant career information has been escalating. Within the last fifteen years, computer-based systems have been developed which put occupational descriptions, labor market information, plus education, training and financial aid information into formats usable by students and adults in school and non-school settings. The proliferation of systems marketed competitively, the increasing depth and breadth of information available, plus the sophistication of the guidance aspects of systems has produced a consumer's dream, but also a major dilemma. Selection of a system for a statewide or substate unit which corresponds to the particular needs of the targeted constituency requires thorough knowledge of the prospective users' characteristics, material, and human resources available, hardware capacities, software content and hardware/software compatibility. This paper provides a context for understanding the properties of computer-based systems, their theoretical approaches and the dimensions to the problems of selection.

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THE INFLUENCE OF PHYSICAL APPEARANCE ON PERSONNEL SELECTION

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2003.31.6.613 ◽

2003 ◽

Vol 31 (6) ◽

pp. 613-623 ◽

Cited By ~ 20

Author(s):

Micheal L. Shannon ◽

C. Patrick Stark

Keyword(s):

Personnel Selection ◽

Physical Appearance ◽

Job Applicants ◽

Hiring Decisions ◽

Decision Level ◽

Management Positions ◽

Selection Decision ◽

Final Selection

Previous research suggests that physical appearance variables may play a role in employment hiring decisions. This study examined the influence of two physical appearance variables, beardedness and attractiveness, on personnel selection. Fifty undergraduate participants were given the task of evaluating and selecting between nine equally qualified male job applicants applying for a fictitious management trainee position. A photograph was attached to each of the nine applications. Photographs differed systematically on level of beardedness and attractiveness. Results indicated that the level of attractiveness of the photographs significantly affected the evaluation of the application to which it was attached, but did not significantly affect the subjects' final selection decision. Level of beardedness of the photographs was not found to have a significant effect on evaluation of the applications. However, there was a trend in the data that suggested that bearded applicants, although evaluated equally with nonbearded applicants, were selected for management positions at lower rates. Implications and limitations of these results are also examined.

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A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

Business And Management Studies An International Journal ◽

10.15295/v6i2.270 ◽

2018 ◽

Vol 6 (2) ◽

Author(s):

Yavuz ÖZDEMİR ◽

Kemal Gökhan NALBANT

Keyword(s):

Human Resources ◽

Personnel Selection ◽

Selection Criteria ◽

Choquet Integral ◽

Human Resources Management ◽

Selection Problem ◽

Resources Management ◽

Selection For ◽

Selection Of

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Determination of the importance of evaluation criteria during the process of recruitment and selection of personnel based on the application of the SWARA method

Ekonomika ◽

10.5937/ekonomika2104001p ◽

2021 ◽

Vol 67 (4) ◽

pp. 1-9

Author(s):

Milica Popović ◽

Gabrijela Popović ◽

Darjan Karabašević

Keyword(s):

Personnel Selection ◽

Selection Process ◽

Evaluation Criteria ◽

Domain Experts ◽

Recruitment And Selection ◽

Weighting Coefficients ◽

Final Selection ◽

Selection Of

Personnel selection for an organization is an extremely important process. Modern organizations strive to improve the process of recruitment and selection of personnel as much as possible, in order to provide the organization with quality personnel and thus long-term competitiveness. In addition, the evaluation criteria on which the recruitment and selection process is based is also important, as it has a large impact on the final selection of candidates. Therefore, the aim of this paper is to propose the application of multi-criteria decision-making methods for the process of determining the weighting coefficients of evaluation criteria. Accordingly, the SWARA (Step-Wise Weight Assessment Ratio Analysis) method for determining weights was applied in the paper. The SWARA method proved to be extremely reliable when it comes to defining the weights of evaluation criteria, primarily due to its simplicity and the fact that respondents and domain experts could easily express their views on the issue.

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SELEKSI KARYAWAN PADA POSISI ASSISTANT SUPERINTENDENT

Martabe Jurnal Pengabdian Kepada Masyarakat ◽

10.31604/jpm.v1i2.72-77 ◽

2018 ◽

Vol 1 (2) ◽

pp. 72

Author(s):

Rislisa Rislisa ◽

Mukhaira El Akmal

Keyword(s):

Human Resources ◽

Community Service ◽

Selection Process ◽

Group Discussion ◽

Test Method ◽

New Employees ◽

Whole Process ◽

Assistant Superintendent ◽

The Right ◽

Selection Of

All organization or company needs human resources in carrying out every function of activity. The need of human resources is very important because in gaining superior human resources cannot be obtained easily; it takes a way to get the right labor to fill a certain position by selection. It is hoped that by doing this process, we will get reliable human resources, which are needed to meet the needs of the organization in the present and future. Selection activities are conducted in the framework of community service activities. The target of community service is to accompany the company so that prospective new employees who follow the selection process at the psychological test stage can complete all the test stages. The selection of superintendent assistant positions is done by the Psychology Test Method (to reveal aspects of intelligence, work attitude, and personality), Leaderless Group Discussion (LGD), and Psychological Interview. This test was followed by 203 participants. As a result of the whole process, 136 participants were graduated. Key words:selection, employees, assistant superintendent.

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SELECTION OF COLLECTIONS (FICTION) IN AN EFFORT FOR THE DEVELOPMENT OF THE COLLECTION IN THE LIBRARY OF AL IZZAH LPMIINTERNATIONAL ISLAMIC BOARDING SCHOOL BATU CITY OF EAST JAVA

Jurnal Pustaka Ilmiah ◽

10.20961/jpi.v5i1.34234 ◽

2019 ◽

Vol 5 (1) ◽

pp. 855

Author(s):

Handiawan Angling Prayuda

Keyword(s):

Qualitative Research ◽

Human Resources ◽

Selection Process ◽

Boarding School ◽

Research Technique ◽

Selection Of

The purpose of this study was to describe the selection of the collections in the library Al Izzah LPMI Batu, East Java. With the benefit of providing research solutions to do the selection collection in the library Al Izzah LPMI Batu City in East Java in overcoming obstacles faced about the selection of the collection. The type of research used in this study is a qualitative research technique of observation and interviews.Based on observations and interviews direct to the Library Manager Al Izzah LPMI stone town, East Java can be summed up as follows. First, the selection process for the collection activities (fiction) does not do any procurement of collection. This selection process was conducted using three tools of seletion i.e. using Catalog for publishers, Indonesia’s national bibliography, and reviews books. Second, the obstacles faced in the activity of a selection of fiction in the library Al Izzah LPMI batu City, East Java, is the lack of human resources, the difficulty of finding fiction collection shades of Islam, and is still limited to the choice of the equipment used

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Promotion of the Military Profession, Recruitment and Selection of Candidates. Conceptual Delimitations

International conference KNOWLEDGE-BASED ORGANIZATION ◽

10.2478/kbo-2019-0036 ◽

2019 ◽

Vol 25 (1) ◽

pp. 225-229

Author(s):

Aurelia Teodora Drăghici ◽

Adina Eleonora Spînu

Keyword(s):

Labor Market ◽

Human Resources ◽

Military Service ◽

Voluntary Service ◽

Compulsory Military Service ◽

Military Profession ◽

The One ◽

Recruitment And Selection ◽

The Military ◽

Selection Of

Abstract Romania’s security interests and objectives, the army missions in the current geopolitical context and Romania’s obligations as a member of NATO have imposed the continuation of the process of quantitative and qualitative restructuring of the human resources and determined the decision to renounce compulsory military service in favor of the one based on volunteering, starting with the first of January of 2007. The transition from the army based on compulsory military service to the one based on voluntary service imposed the repositioning of the military profession on the Romanian labor market, especially in relation to the competition represented by other similar institutions.

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Modelo de selección de personal en base a perfil de competencias

ENERO-JUNIO 2021 - Revista Innovaciones de Negocios ◽

10.29105/rinn2.3-9 ◽

2017 ◽

Vol 2 (3) ◽

Author(s):

S Peña

Keyword(s):

Human Resources ◽

Personnel Selection ◽

Service Companies ◽

Palabras Clave ◽

Recursos Humanos ◽

Selection Of

Palabras clave: Recursos humanos, selección de personal, selección en base a la competenciasResumen. Esta investigación se orienta a la solución del problema que tienen las empresas en la selección de personal al no elegir a las personas idóneas y los altos costos que por este motivo se dan. Se pretende contribuir a determinar las herramientas adecuadas para que su trabajo sea mas confiable y exitoso a través de la formación de un modelo que considera las variables que se manejan en la actualidad en el campo de trabajo. Se realizó un trabajo de campo aplicando encuestas en 200 empresas de la industria, comercio y servicios. Como principal contribución de esta investigación, está la estructura de un modelo de selección de personal en base a competencias.Key words: Human resources, personnel selection, selection based on competitionSummary. This investigation is oriented to solve issues related with the selection of the adequate personnel in companies and the high costs that are consequences of these decisions. Its objective is to contribute to determine the adequate tools necessary to create a more reliable and successful job through the formation of a model that takes into considerations variables that are used nowadays in the labor area. This investigation was made through questionnaires that were applied to industrial, commercial and service companies. The main contribution of this investigation is the structure of a model for selecting personnel taking as a foundation their competitions.

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

Globus: economy sciences ◽

10.52013/2713-3052-44-4-6 ◽

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.

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