scholarly journals The role of interviewers in job effective recruitment and selection processes

2015 ◽  
Vol 4 (1) ◽  
pp. 224-229
Author(s):  
Kola Odeku
Keyword(s):  
Selection Process ◽  
Selection Processes ◽  
Unethical Practices ◽  
Mind Set ◽  
Recruitment And Selection

Interview processes are dynamic and sometimes very sensitive and as such, they need to be managed effectively and efficiently by evaluating applicants equally without showing favour or prejudice prior, during and until all processes have been completed. A lot of interview processes for purposes of appointment selections have been tainted with unethical practices where the panellists, who took part in the processes, displayed various forms of partisanship, prejudices and so on. Sometimes, a selector may have premeditated negative mind set towards an applicant which may be evidenced during the interview. This may impact on the reasoning and judgements of the selector and the panellists, thus influencing the decisions of the selector. A brilliant and well performed applicant may be found unqualified Ineffective selection and recruitment processes are increasingly affecting employers by denting their cooperate image and sometimes being subjected to vicious legal battles in courts. This article examines the problems associated with prejudices and unethical practices during selection processes particularly by the recruiters and selectors. It points out that panellists must be properly scrutinised before they are appointed to be part of any selection process and that they should disclose any interest, prejudices, bias and so on that could affect the outcome of the process. It is argued that any member of the panel who is found to have compromised his or her position in any selection processes should be punitively sanctioned.

How to select the best: Selection procedures of innovation agencies

2020 ◽  
Vol 29 (3) ◽  
pp. 289-299
Author(s):  
Peter Biegelbauer ◽  
Thomas Palfinger ◽  
Sabine Mayer
Keyword(s):  
Selection Process ◽  
Technological Development ◽  
General Process ◽  
Selection Procedures ◽  
Selection Processes ◽  
Key Points ◽  
Ranking Procedures ◽  
Primary Focus ◽  
The Moment

Abstract Innovation agencies, that is organizations with the primary focus of funding applied research and technological development, evaluate project proposals to select the most promising proposals for funding. At the moment, there is only little verified knowledge available on project evaluation and selection processes of innovation agencies. We want to show how projects are evaluated and selected in these organizations. We want to also make a contribution for better understanding the variety of the utilized processes by pointing out the reasoning behind some of the most important practices. This article therefore focuses on the following questions: How are projects selected in innovation agencies? What are the employed procedures and practices? Are there differences in procedures and practices and what would be the reason for these differences? The basis for answering these questions is a study produced for the European Association of National Innovation Agencies, Taftie. There we have analysed the project selection procedures of 18 programmes run by 12 European innovation agencies. To do so, we have produced an overview of existing selection procedures of the innovation agencies, analysed, and compared the procedures along the stages of a typical selection process. The key points of interest were role of evaluators, selection criteria, ranking procedures, and general process issues.

scholarly journals PERANAN EMOTIONAL INTELLIGENCE DAN SELF EFFICACY TERHADAP HARDINESS PADA PESERTA ORIENTASI PERSIAPAN KERJA

2019 ◽  
Vol 3 (2) ◽  
pp. 465
Author(s):  
Sufarita Sufarita ◽  
Riana Sahrani ◽  
Rahmah Hastuti
Keyword(s):  
Emotional Intelligence ◽  
Self Efficacy ◽  
Quantitative Method ◽  
Selection Process ◽  
Stressful Situation ◽  
Process Sequence ◽  
Employment Preparation ◽  
Selection Processes ◽  
Regular Selection ◽  
Recruitment And Selection

Pada umumnya untuk memperoleh pekerjaan individu melalui rangkaian proses rekrutmen dan seleksi. Salah satu bagian dari rangkaian proses tersebut di Perusahaan X dilakukan orientasi persiapan kerja (OPK). Tahapan OPK ini dapat menjadi situasi yang penuh tekanan bagi para peserta. Untuk dapat berhasil menghadapi tekanan tersebut, individu harus memiliki hardiness yang tinggi. Dua hal yang dapat mempengaruhi hardiness individu adalah emotional intelligence dan self-efficacy. Penelitian ini bertujuan untuk mengetahui peranan emotional intelligence dan self-efficacy terhadap hardiness pada peserta OPK. Partisipan penelitian merupakan peserta OPK dengan karakteristik mengikuti proses seleksi reguler sebanyak 368 partisipan. Penelitian ini menggunakan metode kuantitatif dengan multiregression analysis. Hasil analisis data menunjukkan bahwa emotional intelligence dan self-efficacy secara bersama-sama berperan terhadap hardiness sebesar 25,9% serta secara terpisah emotional intelligence berperan terhadap hardiness sebesar 22,2% dan self-efficacy berperan terhadap hardiness sebesar 21,8%. Berdasarkan penelitian ini disimpulkan bahwa emotional intelligence dan self-efficacy memiliki peranan terhadap hardiness pada peserta OPK. As part of job hiring, individuals must complete a series of recruitment and selection processes. One part of the process sequence is an employment preparation program (EPP). This stage of EPP can be a stressful situation for the participants. To be able to successfully deal with these pressures, individuals must have high hardiness. Two things that could affect individual hardiness are emotional intelligence and self-efficacy. This study aims to determine the contribution of emotional intelligence and self-efficacy on the hardiness of Participants of EPP. The research participants were participants in the EPP who are recruited by the regular selection process instead of a pro hire program or master’s scholarship. This study uses a quantitative method with multi-regression analysis. The results of data analysis showed that emotional intelligence and self-efficacy had a role on hardiness, (22,2% and 21,8%) respectively.  It could be seen that emotional intelligence had a greater role on hardiness than self-efficacy of hardiness. Based on this study it was concluded that if emotional intelligence and self-efficacy of participants of EPP has a role on their hardiness.

scholarly journals Critical Review of Recruitment and Selection Methods: Understanding the Current Practices

2021 ◽  
Vol 3 (3) ◽  
pp. 46-52
Author(s):  
Syed Iradat Abbas ◽  
Muzafar Hussain Shah ◽  
Yusuf Haji Othman
Keyword(s):  
Social Media ◽  
Critical Review ◽  
Selection Process ◽  
Organisational Performance ◽  
Selection Methods ◽  
Review Of The Literature ◽  
Labour Unions ◽  
Social Media Platforms ◽  
Recruitment And Selection

The current paper is a critical review of the literature on the various recruitment and selection techniques that are actively used for staffing purposes. Different studies on the topic have highlighted the important role of recruitment and selection techniques in improving organisational performance. Critical review of the literature has outlined that advertisement, contracting agencies, employee referrals, labour unions and electronic recruitment approaches are some of the commonly and actively used sources for attracting candidates at present. For selection process, interviews, supervisors` approvals, reference checks, physical examination and online interview procedures are commonly used practices. The review has also discussed that the ongoing COVI-19 Pandemic has pushed many small, medium and large businesses to used electronic platforms for recruitment and selection. The review also discussed that social media platforms have become a much common facility for staffing activities and are increasingly becoming popular for all sorts of workforce sourcing needs for businesses globally.

Changing Landscape of Recruitment Industry: A Study on the Impact of Artificial Intelligence on Eliminating Hiring Bias from Recruitment and Selection Process

2020 ◽  
Vol 17 (9) ◽  
pp. 4404-4407
Author(s):  
P. V. Raveendra ◽  
Y. M. Satish ◽  
Padmalini Singh
Keyword(s):  
Artificial Intelligence ◽  
Selection Process ◽  
Potential Solution ◽  
Review Of Literature ◽  
Unconscious Bias ◽  
The Unconscious ◽  
The Past ◽  
Recruitment And Selection ◽  
The Impact

An emerging trend of implementing Artificial Intelligence (AI) technologies can be seen in such domains that were solely dominated by humans. Today, AI is utilized extensively in HR department to assist and accelerate recruitment and selection process (Martin, F.R., 2019. Employers Are Now Using Artificial Intelligence To Stop Bias In Hiring. Retrieved September 22, 2019, from analyticsindiamag. com: https://analyticsindiamag.com/employersare-using-ai-stop-bias-hiring/.). This paper attempts to present the impact of AI on recruitment and selection process, incorporation of AI in eliminating unconscious biases during hiring. The study addresses the rising questions such as how AI has changed the landscape of recruitment industry, role of AI in recruitment and selection process, whether AI can help in eliminating the unconscious bias during recruitment and selection process. In order to uncover the understanding and figure out the potential solutions that AI brings to the HR process, an extensive review of literature has been carried out. It is concluded by analyzing the past contributions that AI offers potential solution to recruitment managers in optimizing the recruitment and selection process and is able to negate human biases prevalent during hiring. The future waits for augmented intelligence technologies offering better results taking over repetitive administrative jobs completely.

scholarly journals Recruitment and Selection Devices in Financial Services Companies: Exploring the case of Chilean Banking

2018 ◽  
Vol 30 (54) ◽  
pp. 125
Author(s):  
Juan Felipe Espinosa Cristia ◽  
Javier Hernández Aracena
Keyword(s):  
Organizational Behavior ◽  
Financial Services ◽  
Science And Technology Studies ◽  
Science And Technology ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
The Uk ◽  
Selection Mechanisms ◽  
Depth Interviews

The article deals with the problem of the role of ‘social’ devices at the time of producing and reproducing organizational behavior, taking the case of recruitment and selection processes in financial services organizations in Chile and the UK. Based on 42 in-depth interviews in Santiago, London and Edinburgh, and building on science and technology studies and the concept of device the article aims to understand how recruitment and election mechanisms are adopted and legitimated in organizations. Analysis suggests that recruitment and selection mechanisms connect technical and moral elements, allowing managers to deal with uncertainty and carry out organizational reproduction. However, devices in Chile and the UK differ in the modes that connect technical and moral elements.

The role of information and replication in selection processes

2001 ◽  
Vol 24 (3) ◽  
pp. 538-538
Author(s):  
Peter Godfrey-Smith
Keyword(s):  
Selection Process ◽  
Selection Processes ◽  
Role Of Information

Hull et al. argue that information and replication are both essential ingredients in any selection process. But both information and replication are found in only some selection processes, and should not be included in abstract descriptions of selection intended to help researchers discover and describe selection processes in new domains.

scholarly journals Improving Diversity in Pediatric Residency Selection: Using an Equity Framework to Implement Holistic Review

2021 ◽  
Vol 13 (2) ◽  
pp. 195-200
Author(s):  
Jyothi Marbin ◽  
Glenn Rosenbluth ◽  
Rachel Brim ◽  
Edward Cruz ◽  
Alma Martinez ◽  
...  
Keyword(s):  
San Francisco ◽  
Selection Process ◽  
Mitigation Strategies ◽  
Effective Strategies ◽  
Pediatric Residency ◽  
Selection Processes ◽  
Holistic Review ◽  
Residency Selection ◽  
Recruitment And Selection ◽  
Residency Application

ABSTRACT Background Many programs struggle to recruit, select, and match a diverse class of residents, and the most effective strategies for holistic review of applications to enhance diversity are not clear. Objective We determined if holistic pediatric residency application review guided by frameworks that assess for bias along structural, interpersonal, and individual levels would increase the number of matched residents from racial and ethnic groups that are underrepresented in medicine (UiM). Methods Between 2017 and 2020, University of California San Francisco Pediatrics Department identified structural, interpersonal, and individual biases in existing selection processes and developed mitigation strategies in each area. Interventions included creating a shared mental model of desirable qualities in residents, employing a new scoring rubric, intentional inclusion of UiM faculty and trainees in the selection process, and requiring anti-bias training for everyone involved with recruitment and selection. Results Since implementing these changes, the percentage of entering interns who self-identify as UIM increased from 11% in 2015 to 45% (OR 6.8, P = .008) in 2019 and to 35% (OR 4.6, P = .035) in 2020. Conclusions Using an equity framework to guide implementation of a pediatric residency program's holistic review of applications increased the numbers of matched UiM residents over a 3-year period.

scholarly journals Application of social networks in the process of recruiting and selecting personnel in the SME sector of Villavicencio, Colombia

Perspectivas ◽  
2020 ◽  
Vol 11 (1) ◽  
pp. 219-236
Author(s):  
Robert Osorio Perdomo ◽  
Keyword(s):  
Social Networks ◽  
Small And Medium Enterprises ◽  
Selection Process ◽  
Important Place ◽  
Selection Processes ◽  
Management Processes ◽  
Recruitment And Selection ◽  
Medium Enterprises ◽  
Managerial Level ◽  
The City

Product of the imminent revolution and technological innovation of the era, as well as the constant reinvention of the human talent management processes, the use of Social Networks has taken an important place in the recruitment and selection processes, allowing the location of best candidates and making them part of the growth processes of organizations. This article aims to show the level of appropriation of this strategy in small and medium enterprises –SME– in the city of Villavicencio. For this, the information provided by 60 SME companies was used, through a census study, applying a survey model in collaborators of the managerial level of Human Resources of the organizations. The results obtained allowed detailed description, analysis and contributions to be made in the processes of the use and application of social networks in the recruitment and selection process.

scholarly journals BEHAVIORAL ECONOMICS PERSPECTIVE ON ASSESSMENT OF RECRUITMENT AND SELECTION PRACTICES IN LATVIA

2020 ◽  
pp. 128-139
Author(s):  
Arturs Mons ◽  
Velga Vevere
Keyword(s):  
Online Survey ◽  
Selection Process ◽  
Current Paper ◽  
Primary Data ◽  
Selection Methods ◽  
Recruitment Methods ◽  
Survey Form ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Selection Practices

The aim of the current paper is to evaluate the current Human Resource Management evolution in Latvia with respect to employee recruitment and selection practices. The focus is set on the used methods of selection process in organizations, when they are hiring personnel on different organization levels. The authors of the current paper applied several empirical methods to research the recruitment and selection processes. The study was executed in two stages: (1) discussion with Latvia’s recruitments practitioners (Delphi method), and (2) quantitative study performed in Latvia. The research questions were the following. Question 1: Which recruitment methods are used in their represented organizations? Question 2: Which of selection methods are used in their organization? To collect primary data an online survey form was created which was completely self‐administrative. A sample of 16 businesses from different industries in Latvia, was selected. The sampling was conducted during the whole month of January 2020 and data is reflected in the findings. The survey results demonstrate that the employee selection methods applied in Latvia are not that various. Most of the respondents holds on to the traditional methods such as panel interviews and one to one interviews.

scholarly journals Recruitment and selection process of higher education sector and its impact on organizational outcomes

2016 ◽  
Vol 5 (4) ◽  
pp. 79
Author(s):  
Ayesha Yaseen
Keyword(s):  
Higher Education ◽  
Effective Teachers ◽  
Selection Process ◽  
Secondary Data ◽  
Organizational Outcomes ◽  
Education Sector ◽  
Political Factors ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
University Lecturers

This research examines the recruitment and selection practices followed in Higher Education Institutions (HEIs). Today education is the corner stone of societal reforms in Pakistan and effective teachers are the backbone of educational reforms. HEIs need significant developmental measures and this paper will provide recommendations to improve the recruitment and selection process promoting the competent and talented teachers so that higher education sector can play its part in economic growth. The research methodology applied is exploratory. This research based on primary as well as secondary data collected from newly hired university lecturers, Managerial staff, internet and online journals and research papers. Data analysis has been done with the help of SPSS software. Research concluded that recruitment and selection process of HEIs adopt systematic system but there is a room for improvement. At times this process is influenced by political factors. This research will help in promoting active constructive researches on education sector as well as the fair and corruption less recruitment and selection processes of HEIs. 

Sign in / Sign up

Export Citation Format

Share Document