De selecteur, de sollicitant, de samenleving en de expert: drijfveren bij de selectie van personen

2008 ◽  
Vol 21 (2) ◽  
Author(s):  
Marise Ph. Born
Keyword(s):  
Personnel Selection ◽  
Structured Interview ◽  
Emotional Factors ◽  
Selection Of

The selector, the applicant, society and the expert: motives in the selection of people The selector, the applicant, society and the expert: motives in the selection of people M. Ph. Born, Gedrag & Organisatie, volume 21, June 2008, nr. 2, pp. 150-169 It is argued that the behavior of protagonists in personnel selection is influenced by a series of motivational and emotional factors. The recruiter, the applicant, society and the selection expert are discussed respectively. The unstructured interview in particular is vulnerable to the effects of unwanted influences, such as irrelevant applicant information and applicant tactics. A simple but not always well-liked remedy is a better structured interview.

scholarly journals A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

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. 

scholarly journals Effectiveness of psychometric tests for the selection of personnel in jobs in the retail sector

2021 ◽  
pp. 1583-1590
Author(s):  
Cristian Chipana-Castillo ◽  
Gabriela-Jhennyfer Miranda-Roca ◽  
Wagner Vicente-Ramos
Keyword(s):  
Personnel Selection ◽  
Positive Impact ◽  
Structural Equations ◽  
Retail Sector ◽  
Psychometric Tests ◽  
Personality Tests ◽  
Psychological Traits ◽  
Deductive Method ◽  
Relationship Performance ◽  
Selection Of

The aim of this study was to determine the effectiveness of psychometric tests in the selection of personnel in retail sector jobs. The study used the scientific deductive method of explanatory level, with non-experimental design on companies in the retail sector in the region of Junín, Peru. The most relevant psychometric tests in the study was the interview whose intention was to go into the life of the interviewee ensuring, suggestions, opinions and behavioral attitudes, knowledge tests to assess the capabilities and skills of the candidate and finally personality tests that allow to know the working relationship, performance, satisfaction and staff turnover. The results generated through structural equations, show that the interview, positively influences the selection of personnel (p≤0.05). In relation to knowledge tests based on IQ, the results reveal that it had a positive impact on personnel selection (p≤0.05). Finally, personality tests based on psychological traits, significantly influence in personnel selection (p≤0.05). The conclusion of the study indicates that the interview, knowledge tests and personality tests in the selection of personnel contribute to the efficiency of the human resources area, thus optimizing the resources of the organization.

Saving Millions through Judicious Selection of Employees

1984 ◽  
Vol 13 (4) ◽  
pp. 409-415 ◽  
Author(s):  
Charles B. Schultz
Keyword(s):  
Personnel Selection ◽  
Selection Procedures ◽  
Selection For ◽  
Selection Of

Tests and other personnel selection procedures help in selecting good employees. Test utility studies show the value of selection for increasing productivity. Information about a test and about productivity of the workers can be used to quantify the gain that can be achieved by selecting the better workers. Increasing productivity by $5,000 per year per hire is not too much to expect.

scholarly journals Judging good appearance in personnel selection

2018 ◽  
Vol 25 (87) ◽  
pp. 656-675
Author(s):  
Altair dos Santos Paim ◽  
Marcos Emanoel Pereira
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Random Sample ◽  
Personnel Selection ◽  
Racial Bias ◽  
Selection Process ◽  
Physical Appearance ◽  
Racial Diversity ◽  
Job Applicants ◽  
Selection Of

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.

Faults Made by Leaders and HR Managers in the Selection of Employees and Opportunities to Prevent Them

2020 ◽  
pp. 1-9
Author(s):  
Martin MOSER
Keyword(s):  
Human Capital ◽  
Competitive Advantage ◽  
Demographic Change ◽  
Personnel Selection ◽  
Mental Stress ◽  
Skilled Workers ◽  
Critical Issues ◽  
Hr Managers ◽  
A Company ◽  
Selection Of

Executives and HR managers face many challenges today, such as demographic change, shortage of skilled workers, development of the diversity of the staff, pressure to expect service quality, increase in mental stress, etc. Personnel selection is one of the most critical issues for a company because it is an investment in human capital, which can be a decisive competitive advantage for an organization. For many companies and industries, it is becoming increasingly difficult to find suitable staff, since applicants tend to be interested in large corporations or attractive brands.

The Structured Interview: A Selection Device

1972 ◽  
Vol 31 (3) ◽  
pp. 867-877 ◽  
Author(s):  
Michael M. Burgess ◽  
Virginia Calkins ◽  
James M. Richards
Keyword(s):  
Structured Interview ◽  
Degree Program ◽  
First Year ◽  
Predictive Utility ◽  
Medical Degree ◽  
The Third ◽  
Selection Of

This study is a first step in evaluating the value of a structured interview in the selection of students for a six-year joint bachelor's-medical degree program. Specifically, the structured interview results were related to the admissions decision. The predictive utility of the interview will be explored in subsequent studies. 73 candidates were interviewed for 40 openings in the first year of the program and 132 candidates were interviewed for 36 openings in the third year of the program. Each candidate was interviewed both by a physician and by a non-physician. Each interviewer rated each interviewee on several traits plus making an over-all recommended admissions decision. Interviewers responded mainly in terms of over-all global impressions of candidates. Correlations between physician and non-physician ratings of the same candidates were low. The influence on admissions decisions of interviewer recommendations (by both physicians and non-physicians) was also low. There was some suggestion that physician ratings had more influence on decisions about candidates for the first year while non-physician ratings had more influence for candidates for the third year.

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