Game-thinking in Personnel Recruitment and Selection: Advantages and Disadvantages

Purpose – The purpose of this paper is to theoretically and empirically analyse the question how organizations become inclusive – with special regard to migrants – and the potential limits to inclusion. Design/methodology/approach – The paper develops a theoretical framework based on Giddens’ structuration theory. By a firm-level case study, the paper empirically examines the theoretical propositions. Findings – The paper proposes that inclusion bears specific kinds of the structural dimensions signification, domination and legitimation on which organizational actors draw to reproduce the inclusive organization. The empirical case reveals three areas of organizational practices – personnel recruitment and selection; training and development; meals and parties – in the making of inclusion. But the interplay of specific rules and resources also contains social practices of differentiation and hierarchization that limit inclusion. Research limitations/implications – Future studies would benefit from considering additional socio-demographic characteristics and intersectionalities. An ethnographic approach on the basis of participant observation is also recommendable. A longitudinal empirical design focusing on causal relationships would expand the papers descriptive approach. Practical implications – The findings suggest that organizational actors can shape the structural dimensions corresponding to an inclusive organization by acting themselves accordingly and inciting others to do so. They should be aware of processes of differentiation and hierarchization that go along with practices of inclusion. Originality/value – Applying key arguments of structuration theory, the paper develops a comprehensive framework that considers corresponding rules and resources in detail. The empirical case study demonstrates the fruitfulness of the theoretical framework and reveals the ambivalence of organizational practices that promote inclusion.

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Diversity Staffing: Inclusive Personnel Recruitment and Selection Practices

10.1093/oxfordhb/9780199736355.013.0016 ◽

2013 ◽

Author(s):

Derek R. Avery ◽

Patrick F. McKay ◽

Sabrina D. Volpone

Keyword(s):

Research Literature ◽

Future Research ◽

Job Seekers ◽

Research And Practice ◽

Personnel Recruitment ◽

Selection Processes ◽

Recruitment And Selection ◽

Shed Light ◽

Selection Practices

In this chapter, we discuss the research literature on diversity staffing to shed light on a topic that is increasingly important to both researchers and practitioners. To navigate the literature in this area, we organize our discussion around six basic questions confronting organizations as they pursue diversity during the recruitment and selection processes: (1)whyshould organizations staff for diversity, (2)whoshould recruit and select applicants, (3)whatmessages should organizations convey to job seekers, (4)whenshould organizations prioritize diversity staffing, (5)whereshould organizations recruit applicants, and (6)howshould organizations select for diversity. We also discuss several existing gaps in the literature and identify directions for future research and practice.

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Action planning intervention to identify how to improve selection processes for internships

WPOM - Working Papers on Operations Management ◽

10.4995/wpom.v7i2.6549 ◽

2016 ◽

Vol 7 (2) ◽

pp. 127 ◽

Cited By ~ 1

Author(s):

Juan A. Marin-Garcia ◽

Eduardo González ◽

Myriam Carrasco ◽

Daniel Ros

Keyword(s):

Participatory Action Research ◽

Action Planning ◽

Multinational Companies ◽

Participatory Action ◽

Advantages And Disadvantages ◽

Selection Processes ◽

Recruitment And Selection ◽

The University ◽

Selection Of ◽

Planning Intervention

<p class="Abstract">In this research into participatory action research, by a team formed by researchers and people in charge in various areas of several multinational companies, we reflected on the advantages and disadvantages of internships and we proposed a procedure for companies to improve the recruitment and selection of industrial engineers, while strengthening relationships between the university and companies, attracting students’ interest, improving their professional competences and providing evidence for their students’ real learning to degree managers at the same time.</p>

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Quando expectativas e percepções não convergem: um estudo sobre adequação curricular à demanda de mercado

Revista Principia - Divulgação Científica e Tecnológica do IFPB ◽

10.18265/1517-03062015v1n39p11-18 ◽

2018 ◽

Vol 1 (39) ◽

pp. 11

Author(s):

Emmanuel Paiva Andrade ◽

João Paulo Ferreira Martins ◽

Siena Alves Costa ◽

Gustavo Naciff de Andrade ◽

Jean Carlos Machado Alves

Keyword(s):

Engineering Students ◽

Research Strategy ◽

Production Engineering ◽

Knowledge And Skills ◽

Advantages And Disadvantages ◽

Strategic Role ◽

The One ◽

Recruitment And Selection

In a world where innovation assumes the strategic role of organizations and countries, the training of people, particularly engineers, is fundamental for debates that present its advantages and disadvantages. The present study will examine what happens to Production Engineering students at the Federal University Fluminense who are newly graduated and/or are about to graduate in relation to the alignment between the expectations of their probable employers and their own perceptions of the acquired knowledge and skills during the course. The research strategy used was the case study, on the one hand we collected data from three companies of different sectors through focal groups which involved the managers responsible for recruitment and selection and, on the other hand, through a survey applied to students under the circumstances of the examination. The results showed that there are significant mismatches between business demand and students’ perceptions of what has been offered to them and what they effectively dominate.

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AI-Enabled E-Recruitment Services Make Job Searching, Application Submission, and Employee Selection More Interactive

Information Resources Management Journal ◽

10.4018/irmj.2021100103 ◽

2021 ◽

Vol 34 (4) ◽

pp. 48-68

Author(s):

Xuhui Wang ◽

Md Jamirul Haque ◽

Wenjing Li ◽

Asad Hassan Butt ◽

Hassan Ahmad ◽

...

Keyword(s):

Artificial Intelligence ◽

Employee Selection ◽

Job Applicants ◽

Personnel Recruitment ◽

Novel Approach ◽

Job Application ◽

The Individual ◽

Recruitment And Selection ◽

Job Searching

Personnel recruitment and selection is changing rapidly with the adoption of artificial intelligence (AI) tools. This chapter looks at how job applicants perceive AI in recruitment. The results show that AI tools encourage a larger number of quality application submissions and for two reasons. First, AI entrains a perception of a novel approach to job searching. Second, AI is perceived to be able to interactively tailor the application experience to what the individual applicant expects and has to offer. These perceptions increase the likelihood the user will submit a job application and so improves the size and quality of the pool from which to recruit personnel.

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THE INFLUENCE OF THE RECRUITMENT PROCESS "EMPLOYEE HIRING" ON THE ORGANIZATIONAL CULTURE

Oeconomia et Jus ◽

10.47026/2499-9636-2021-4-9-15 ◽

2021 ◽

pp. 9-15

Author(s):

Tatiana G. Zhamkova ◽

Ekaterina V. Babeshkova

Keyword(s):

Organizational Culture ◽

Great Influence ◽

Individual Characteristics ◽

Value Orientations ◽

Highly Qualified ◽

Recruitment Process ◽

Organizational Goals ◽

Personnel Recruitment ◽

The Individual ◽

Recruitment And Selection

Modern conditions leave an imprint on the interaction of the organization's employees, and consequently on the company's organizational culture. Individual characteristics of employees, in particular their value orientations, have a great influence on the stability of basic principles shared by the employees. An employee in an organization should be not only a professional in his field, but also be able to perceive the organizational culture and accept its changes if necessary. One of the main factors on which the quality of personnel depends is employee hiring. It is at this stage that the expectations of the individual and the ones of the organization regarding each other can be joined in order to prevent possible conflicts in the future. A competent recruitment and selection concept will give the organization the opportunity to be provided with highly qualified personnel focused on the main organizational goals and values in a timely manner. In this regard, the personnel recruitment process is one of the most significant in the organization. In the course of the research presented in the article, the main priorities of the value orientations for various workers categories – workers, employees, managers were identified. Based on the analysis, the authors formulate the conclusions on existence of certain organizational problems that arise as a result of the discrepancy between the value orientations of an individual employee and the organizational culture of the company as a whole. Based on the results of the identified problems, the authors give recommendations regarding organizing the recruitment procedure in order to provide the company with the maximum number of employees who will share the main organizational values, without putting their own opposite values as a counterbalance to them, since the strength of the organizational culture depends on it.

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Personnel Recruitment and Selection for an Organization

Management of the personnel and intellectual resources in Russia ◽

10.12737/3536 ◽

2014 ◽

Vol 3 (2) ◽

pp. 59-62

Author(s):

Анисимова ◽

Galina Anisimova ◽

Дроздова ◽

Ekaterina Drozdova ◽

Палагутина ◽

...

Keyword(s):

Organizational Performance ◽

Employee Turnover ◽

Selection Process ◽

Practical Importance ◽

Selection Procedure ◽

Well Being ◽

Personnel Recruitment ◽

External Sources ◽

And Performance ◽

Recruitment And Selection

As the shortage of competent well-trained employees is becoming more and more acute, so is the problem of recruiting and selecting appropriate personnel for organizations. Meanwhile the healthy performance of HRM service, and particularly, well-considered personnel recruitment and selection procedure, helps to slow down employee turnover, which in turn, positively influences on financial well-being and performance of an organization. Employee turnover can have several effects on the organizational performance. Dependant on the sphere of activity and jobs of permanently changing employees, this effect can be favorable or virtually imperceptible, but in certain cases can lead to loss of competitiveness and setback in production. Despite the urgency of the high employee turnover problem, employee retention programs are still can be found in only few organizations. The major guidelines for shaping recruitment and selection process are presented in the paper, accompanied by the list of the most popular and efficient methods of hiring, based on internal and external sources. Especially emphasized are the conditions and stage-after-stage recommendations for proper personnel selection, making it possible to hire employees, whose personal character traits qualify for the job and/or the set of activities to be implemented. The above said proves high theoretic and practical importance of the study, carried out by the authors.

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A Challenge to Personnel Recruitment and Selection Practices

Contemporary Psychology ◽

10.1037/024496 ◽

1986 ◽

Vol 31 (2) ◽

pp. 109-110

Author(s):

John P. Wanous

Keyword(s):

Personnel Recruitment ◽

Recruitment And Selection ◽

Selection Practices

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INSTITUTIONALIZATION OF RECRUITMENT AND SELECTION PROCESSES: THE CASE OF A SMALL FAMILY BUSINESS

RINTERPAP - Revista Interdisciplinar de Pesquisas Aplicadas ◽

10.47682/2675-6552.a2021v1n2p20-30 ◽

2021 ◽

Vol 1 (2) ◽

pp. 20-30

Author(s):

Alexandra Alf Gallon ◽

Darlan Ariel PROCHNOW ◽

Airton Adelar Mueller ◽

Nelson José Thesing ◽

Danieli de Oliveira Biolchi

Keyword(s):

Family Business ◽

Structured Interview ◽

Small Companies ◽

Small Family ◽

Personnel Recruitment ◽

Selection Processes ◽

Small Family Business ◽

Data Collection Technique ◽

Recruitment And Selection

The present study aims to analyze the institutionalization of personnel recruitment and selection processes in a small family business. In order to achieve the proposed objective, a case study was carried out in a company in the food trade branch located in the northwest of the state of Rio Grande do Sul. As a data collection technique, a semi-structured interview and observation of the location was used. The data were analyzed using Bardin's content analysis. The results demonstrated that the institutionalization of the recruitment and selection processes of people is directly related to the performance of the owner of this enterprise, being that he is responsible for coordinating the actions that define the requirements for the vacancy, the form of disclosure and the interview of selection. The standards implicit in the company are typical of the small family business, where family members assume the role of managing different areas of the organization. It was suggested that further research be carried out in small companies in other Brazilian locations, in order to expand the discussions addressed by the present study. Key-words: Institutional theory; People management; Human Resources.

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