scholarly journals Effectieve interventies om arbeids-marktdiscriminatie te verminderen tijdens de werving en selectie: een Delphi-studie

2021 ◽  
Vol 24 (3) ◽  
pp. 33-55
Author(s):  
Gerben Hulsegge ◽  
Helen Verhoef ◽  
Sophie Emmert ◽  
Claartje Thijs
Keyword(s):  
Labor Market ◽  
Delphi Study ◽  
Selection Process ◽  
Selection Procedure ◽  
Labor Market Discrimination ◽  
Content Type ◽  
Effective Interventions ◽  
Scientific Experts ◽  
To Come ◽  
Recruitment And Selection

SUMMARY Labor market discrimination limits the opportunities of minoritized groups on the labor market. Despite increasing research into labor market discrimination, a shared picture among researchers and policy makers about effective interventions to mitigate labor market discrimination is lacking. This Delphi study aims to come to a shared picture about the most effective interventions to limit labor market discrimination according to nineteen (scientific) experts in the field of discrimination and inclusion in recruitment and selection. Interventions that were judged predominantly positive related to: 1) objectifying the selection procedure via de-identification of CVs, structured interviewing, and selection based on objective criteria; 2) changing and adhering to the social norm of non-discrimination; 3) increasing awareness of stereotypes and prejudices in combination with offering a perspective for action; and 4) long-term contact with the minoritized group through internships. More information about the candidate and short-term contact by means of, for example, speed dates was judged ineffective. Based on the results of the Delphi study, several recommendations are made to practice to reduce labor market discrimination during the recruitment and selection process.

Implementation and normalization process of asynchronous video interviewing practices in the hospitality industry

2018 ◽  
Vol 30 (2) ◽  
pp. 685-701 ◽  
Author(s):  
Cynthia Mejia ◽  
Edwin N. Torres
Keyword(s):  
Hospitality Industry ◽  
Selection Process ◽  
New Technology ◽  
Implementation Process ◽  
Structured Interviews ◽  
Research Attention ◽  
Content Type ◽  
Recruitment And Selection ◽  
The Impact ◽  
Normalization Process

Purpose Asynchronous video interviews (AVIs) enable recruiters and job candidates to conduct and review employment interviews at different points in time, promising improved cost and time efficiencies for all users. This research aims to investigate the implementation and normalization process of AVI in the hospitality industry with the unified theory of acceptance and use of technology (UTAUT) and the normalization process theory (NPT) providing theoretical support. Design/methodology/approach Semi-structured interviews have been conducted with hiring managers from three different hospitality companies, which were in different stages of the implementation process. The data have been recorded, transcribed and coded according to the UTAUT and NPT constructs, revealing emergent themes. Findings Five overarching themes emerged: AVI effort and efficiency expectation; augmentation to the interview process; challenges for the applicant; challenges for the recruiter; and issues with applicant interviewing aesthetics. Additional coding and analysis with NPT identified the following in terms of evaluation of the implementation process: participants’ implementation activities showed a tendency to emanate from cognitive participation (relationship work), leading to coherence (sense-making work), followed by collective action (enactment of work/operational work) and finally reflexive monitoring (appraisal work). Practical implications Findings from this research include recommendations for the best practices integrating AVI into the hospitality employee selection process. Originality/value Given the increased demands on the recruitment and selection of talent in the hospitality industry, several organizations have turned to mechanized HR software platforms. The impact of interview modalities and particularly AVI has received limited research attention, thus this study expanded this new stream of literature. Furthermore, this research is among a nascent stream using NPT to evaluate the implementation and normalization of this new technology.

Supportive employment practices: perspectives of autistic employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Darren Hedley ◽  
Jennifer R. Spoor ◽  
Ru Ying Cai ◽  
Mirko Uljarevic ◽  
Simon Bury ◽  
...  
Keyword(s):  
Management Practices ◽  
Selection Process ◽  
Group Analysis ◽  
Well Being ◽  
Autism Spectrum ◽  
Work Experiences ◽  
Content Type ◽  
Autistic People ◽  
Employment Program ◽  
Recruitment And Selection

Purpose Employment can make an important contribution to individual well-being, for example, by providing people with a sense of purpose; however, autistic individuals face significant barriers to entering the workforce. This is reflected in high levels of underemployment and unemployment, with an estimated 80% of autistic people unemployed worldwide. This is higher than both other disability groups and people without disabilities. Research is needed to identify strategies that facilitate the sustained employment of autistic adults. This study aims to examine the perspectives of autistic individuals participating in a specialized employment program within the information and communication technology sector. Design/methodology/approach Three focus groups were conducted with nine adults on the autism spectrum. Data were analyzed using an inductive approach according to established guidelines, which included coding and categorizing data into themes. Findings Focus group analysis revealed four themes: trainees’ previous work experiences; expectations of the employment program; recruitment and selection processes; and training and transition. Several factors associated with the changes to the recruitment and selection process were found to benefit the autistic employees. Originality/value Few studies have characterized the work experiences of adults on the autism spectrum. Tailored employment processes that challenge traditional human resource management practices can increase the participation of autistic individuals in the workforce. Strategies for promoting the success of these programs are discussed.

Dilemma in hiring

2012 ◽  
Vol 2 (8) ◽  
pp. 1-5
Author(s):  
Seema Bhatt
Keyword(s):  
Manufacturing Sector ◽  
Selection Process ◽  
Resource Planning ◽  
Subject Area ◽  
Content Type ◽  
Manufacturing Organization ◽  
Set Up ◽  
Recruitment And Selection ◽  
The Right ◽  
Management Students

Subject area The recruitment and selection process, human resource planning, talent management and succession planning. Study level/applicability The case has been tried and tested in the classroom setting with management students pursuing a Post Graduate Diploma in Business Management (PGDBM). Case overview The case is set in the southern part of India in a manufacturing organization, Plomsom Ltd (a disguised organisation). Plomsom Ltd manufactures tractors and has a pan-India presence. The sale of tractors in India fluctuates over time. Sales are largely dependent on the seasonal harvests which in turn are heavily dependent on the monsoon rains. The case is designed for understanding the importance and necessity of finding the right man at the right time with the right skills in a manufacturing set up where production output is a factor of many interdependent variables. Expected learning outcomes The learning objectives of the case are: critical analysis of recruitment and selection; importance of job analysis in recruitment and selection; understanding the role of HR planning in running the operations; understanding problems in the manufacturing sector in an Indian context. Supplementary materials Teaching notes are available. Consult your librarian for access.

Personnel Recruitment and Selection for an Organization

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.

Discrimination against gays and lesbians in hiring decisions: a meta-analysis

2019 ◽  
Vol 41 (6) ◽  
pp. 671-691 ◽  
Author(s):  
Alexandre Flage
Keyword(s):  
Labor Market ◽  
Sexual Orientation ◽  
Selection Process ◽  
Meta Analysis ◽  
Oecd Countries ◽  
Orientation Discrimination ◽  
Hiring Decisions ◽  
Content Type ◽  
Sexual Orientation Discrimination ◽  
Meta Analyses

Purpose The purpose of this paper is to evaluate the true level of discrimination against openly gay and lesbian applicants in hiring decisions in OECD countries as well as on its determinants. Design/methodology/approach The author presents an overview of all studies conducted in order to test for discrimination against homosexual applicants in the labor market by the correspondence testing method. Moreover, the author performs a meta-analysis of correspondence tests from 18 separate studies conducted in OECD countries to test sexual orientation discrimination, containing more than 70 estimates of effects and representing a total of more than 50,000 resumes sent to employers. In addition to presenting overall results, the author focus on subgroups of specific correspondence tests in order to highlight the differences across gender, type of jobs, procedure, continent and type of information provided in applications. Findings The author provides evidence that sexual orientation discrimination occurs in the labor market in OECD countries, such that openly homosexual applicants face similar discrimination as ethnic minority applicants. Discrimination is significantly greater in the selection process for low-skilled than for high-skilled jobs. In the selection process for low-skilled jobs, lesbian candidates face significantly lower discrimination than gays (except in jobs that are considered “women’s” jobs). Discrimination is significantly higher in Europe than in North America. Moreover, the way sexual orientation is signaled may influence the level of discrimination found. Finally, discrimination against homosexual applicants is not only a matter of preferences: providing more positive information in applications significantly reduces the level of discrimination. Originality/value This paper offers the first quantitative analysis of sexual orientation discrimination in OECD countries through meta-analyses.

scholarly journals The challenges of employee resourcing: the perceptions of managers in Nigeria

2017 ◽  
Vol 22 (6) ◽  
pp. 703-723 ◽  
Author(s):  
Toyin Ajibade Adisa ◽  
Ellis L.C. Osabutey ◽  
Gbolahan Gbadamosi ◽  
Chima Mordi
Keyword(s):  
Gender Discrimination ◽  
Selection Process ◽  
Structured Interviews ◽  
Quota System ◽  
Content Type ◽  
Cultural Variations ◽  
Sub Saharan ◽  
And Gender ◽  
Recruitment And Selection ◽  
Practical Implications

Purpose The existing literature on the recruitment and selection process in Sub-Saharan African (SSA) context has not sufficiently revealed inherent challenges. The purpose of this paper is to examine managers’ perceptions of employee resourcing in Nigeria. Design/methodology/approach This paper uses qualitative data which were generated from the semi-structured interviews of 61 managers across the six geo-political zones of Nigeria. Findings The paper finds that in addition to the Federal Character Principle and the Quota System Policy, favouritism, ethnicity, age and gender discrimination, as well as corruption significantly inhibit the recruitment and selection process in Nigeria. Consequently, the ability to hire the best workers to improve competitiveness is also inadvertently hampered. Practical implications The paper shows that the institutional and cultural variations in SSA require a nuanced approach in the recruitment and selection process in order to enhance organisational competitiveness. Originality/value The institutional and cultural variations in SSA require a nuanced approach in the recruitment and selection process in order to enhanced organisational competitiveness.

Adoption of technology in recruitment of library professionals and faculty members

2016 ◽  
Vol 29 (4) ◽  
pp. 241-250 ◽  
Author(s):  
Mayank Yuvaraj
Keyword(s):  
Social Media ◽  
Selection Process ◽  
Study Data ◽  
Faculty Members ◽  
Adoption Of Technology ◽  
Content Type ◽  
Utaut Model ◽  
Use Of Technology ◽  
Recruitment And Selection ◽  
Library Professionals

Purpose This paper aims to attempt to study the adoption of social media technologies in the process of recruitment and selection process of library professionals and faculty members in India. Design/methodology/approach Extended Unified Theory of Acceptance and Use of Technology (UTAUT) model was used for the study. Two additional constructs, namely, impact of the position of recruiters and level of education were added for the study. Data were collected from 230 recruiters for the study. Findings Results of the study highlighted that the hypotheses of UTAUT model were supported. The constructs were performance expectancy, effort expectancy, social influence as well as facilitating conditions that triggered the behavioral intention of recruiters to adopt social media. Originality/value Till date, no any study has been carried out on the application of social media in the process of recruitment of faculty members and library professionals.

scholarly journals The moderating effect of person–organization fit on the relationship between job stress and deviant behaviors of frontline employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Marliana Junaedi ◽  
Fenika Wulani
Keyword(s):  
Job Stress ◽  
Structural Equation ◽  
Selection Process ◽  
Moderating Effect ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Content Type ◽  
Deviant Behaviors ◽  
Recruitment And Selection ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between job stress and deviant behaviors, which include organizational and frontline deviance, and the moderating effect of person–organization (P-O) fit on these relationships.Design/methodology/approachThe sample consists of 259 frontline employees working in Surabaya, Indonesia. Respondents were asked to complete a questionnaire distributed by survey assistants. This present study conducts partial least squares structural equation modeling to examine hypotheses.FindingsThe results indicate that job stress has positive correlations with organizational and frontline deviance. P-O fit has a moderating effect on the relationship between job stress and frontline deviance; the lower the P-O fit, the stronger the relationship between job stress and frontline deviance. P-O fit does not moderate the relationship between job stress and organizational deviance.Practical implicationsCompanies must be more careful in the recruitment and selection process and continuously perform activities to communicate their values and norms to employees.Originality/valueThis study introduces the moderating effect of P-O fit on the relationship between job stress and frontline employees' deviant behaviors, which has not been revealed in previous studies. It provides an understanding of the importance of considering the compatibility between individual and organizational values as one of the company's efforts to reduce stressed employees' responses by engaging in workplace deviance.

Gender characteristics and labor market of Macao: insight from the gaming sector classification

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chi Chong Tang
Keyword(s):  
Labor Market ◽  
Educational Attainment ◽  
Selection Process ◽  
Age Groups ◽  
Employee Selection ◽  
Young Age ◽  
Gaming Industry ◽  
Content Type ◽  
Gender Characteristics ◽  
The Impact

PurposeThe purpose of this paper is to investigate the influence of gender characteristics in the labor market of Macao and in gaming companies' employee-selection process.Design/methodology/approachThe paper uses logistic regression to test the statistical significance of gender characteristics in the labor market and the employee-selection process, while data are drawn from the Statistics and Census Service of Macao. The marginal effects of gender characteristics on the probability of working in the gaming sector and non-gaming sector are calculated for practical significance.FindingsGender characteristics are statistically significant in the labor market. For the age groups of 45–54 and 55–64 years, females with educational attainment (senior secondary or below) tend to have a higher probability of working in the gaming industry, while for the young age groups of 25–34 and 35–44 years, the impact of gender characteristics tends to be much smaller, suggesting that gender inequality is less severe in young age groups. This can be explained by the change in focus of the gaming industry from the traditional gaming component in the past to non-gaming components in recent years.Originality/valueThis paper is intended to give information about the impact of gender characteristics on the labor market of Macao, after controlling for age and educational attainment. Scholars may utilize the insights from this paper to make comparisons between different economies and Macao and investigate whether the findings related to gender characteristics are consistent.

“With recruitment I always feel I need to listen to my gut”: the role of intuition in employee selection

2014 ◽  
Vol 43 (4) ◽  
pp. 606-627 ◽  
Author(s):  
Andrew Miles ◽  
Eugene Sadler-Smith
Keyword(s):  
Design Methodology ◽  
Resource Constraints ◽  
Selection Process ◽  
Employee Selection ◽  
Small Scale ◽  
Content Type ◽  
Person Environment Fit ◽  
Recruitment And Selection ◽  
Depth Interviews

Purpose – This qualitative study of managers’ use of intuition in the selection process aimed to understand if and how managers use intuition in employee hiring decisions and suggest ways in which the use of intuition might be improved. The paper aims to discuss these issues. Design/methodology/approach – Semi-structured, in-depth interviews were conducted with managers from a range of backgrounds, and with varying experience of recruitment and selection. Findings – Findings revealed that reasons for the use of intuition included personal preferences, resource constraints and recognition of the limitations of more structured approaches. Intuition was used an indicator for performance, personality and person-environment fit. Intuition tended to be used with requisite caution; participants were aware of its limits, the potential for bias and the difficulties in justifying its use; several participants used their intuitions in concert with more structured, non-intuition based approaches. Research limitations/implications – The small-scale investigative study has limited generalisability. The paper concludes with five specific recommendations on how to improve managers’ understanding and use of intuition in employee selection. Originality/value – Despite increased interest in intuition in management there is a paucity of qualitative studies of intuition-in-use in management in general and in personnel in particular. This research helps to fill this gap.

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