PERSONAL DATA IN THE CONTEXT OF EMPLOYMENT RELATIONS

For the purposes of the employment relationship under the law, employers collect, process and store a certain amount of personal data of job candidates and employees. This creates for them respective obligations and responsibilities in their capacity as controllers of personal data. The report examines the grounds for the collection and processing of personal data for the purposes of employment and sets out the necessary measures to ensure the confidentiality of personal data of staff.

The Aspects of Corporate Social Responsibility in the Job Candidates’ Recruitment and Selection Processes in a Teal Organization

(1) Background: Corporate social responsibility (CSR) is a concept, which from its very beginning, has been dividing researchers and practicians into its supporters and opponents. The owners of some organizations can still see in it its great value and implement its premises, among other things, in the human resources management processes. (2) Methods: The aim of the research presented within this article was to define the aspects of CSR in the processes of recruitment and selection of candidates to work in the teal organization and the motifs of implementing the aspects of CSR into these processes. A qualitative research strategy was applied in order to achieve reliable research results, and a single embedded case study was used as a tool of this research. The research information was gathered with the use of the following research methods: interviews, analysis of the documents, and analysis of the audio–visual materials (video recordings). The research was carried out in one of the leading teal companies in Poland, Marco Company Ltd. (3) Results: In the organization being researched, the aspects of the teal organization were identified in ten elements of the job candidates’ recruitment and selection processes. They permeate the entire process of recruitment constituting its inherent feature. The inclusion of CSR aspects into the processes of the job candidates’ recruitment and selection allows the company to gain such candidates who will make up the unique organization culture in cooperation with other Marco Company employees and will also fulfil corporate fundamental vision and mission. (4) Conclusions: The processes realized within the analysed company, including those in the field of job candidates‘ recruitment and selection, are to create a socially responsible and timeless business as the foundation of the welfare of the customers, suppliers, employees, company partners and local society. In order to achieve this purpose, the company needs suitable people, and that is the reason why CSR aspects are already included in the process of job candidates’ recruitment and selection.

Objective and bias-free measures of candidate motivation during job applications

Society suffers from biases and discrimination, a longstanding dilemma that stems from ungrounded, subjective judgments. Especially unequal opportunities in labor remain a persistent challenge, despite the recent inauguration of top-down diplomatic measures. Here we propose a solution by using an objective approach to the measurement of nonverbal behaviors of job candidates that trained for a job assessment. First, we implemented and developed artificial intelligence, computer vision, and unbiased machine learning software to automatically detect facial muscle activity and emotional expressions to predict the candidates’ self-reported motivation levels. The motivation judgments by our model outperformed recruiters’ unreliable, invalid, and sometimes biased judgments. These findings mark the necessity and usefulness of novel, bias-free, and scientific approaches to candidate and employee screening and selection procedures in recruitment and human resources.

Scientific, Legal, and Ethical Concerns About AI-Based Personnel Selection Tools: A Call to Action

Organizations are increasingly turning toward personnel selection tools that rely on artificial intelligence (AI) technologies and machine learning algorithms that, together, intend to predict the future success of employees better than traditional tools. These new forms of assessment include online games, video-based interviews, and big data pulled from many sources, including test responses, test-taking behavior, applications, resumes, and social media. Speedy processing, lower costs, convenient access, and applicant engagement are often and rightfully cited as the practical advantages for using these selection tools. At the same time, however, these tools raise serious concerns about their effectiveness in terms their conceptual relevance to the job, their basis in a job analysis to ensure job relevancy, their measurement characteristics (reliability and stability), their validity in predicting employee-relevant outcomes, their evidence and normative information being updated appropriately, and the associated ethical concerns around what information is being represented to employers and told to job candidates. This paper explores these concerns, concluding with an urgent call to industrial and organizational psychologists to extend existing professional standards for employment testing to these new AI and machine learning based forms of testing, including standards and requirements for their documentation.

When the Machine Meets the Expert: An Ethnography of Developing AI for Hiring

The introduction of machine learning (ML)in organizations comes with the claim that algorithms will produce insights superior to those of experts by discovering the “truth” from data. Such a claim gives rise to a tension between the need to produce knowledge independent of domain experts and the need to remain relevant to the domain the system serves. This two-year ethnographic study focuses on how developers managed this tension when building an ML system to support the process of hiring job candidates at a large international organization. Despite the initial goal of getting domain experts “out the loop,” we found that developers and experts arrived at a new hybrid practice that relied on a combination of ML and domain expertise. We explain this outcome as resulting from a process of mutual learning in which deep engagement with the technology triggered actors to reflect on how they produced knowledge. These reflections prompted the developers to iterate between excluding domain expertise from the ML system and including it. Contrary to common views that imply an opposition between ML and domain expertise, our study foregrounds their interdependence and as such shows the dialectic nature of developing ML. We discuss the theoretical implications of these findings for the literature on information technologies and knowledge work, information system development and implementation, and human–ML hybrids.

The Exception as the Rule: Negligent Hiring Liability, Structured Uncertainty, and the Rise of Criminal Background Checks in the United States

The threat of negligent hiring lawsuits is thought to play an important role in the widespread use of criminal background checks among US employers. This article examines the construction of negligent hiring within the trade literature of the human resources (HR) field using a qualitative content analysis. While courts tend to view criminal record checks as unnecessary for occupations that do not carry foreseeable risks, the article finds that the HR field has broadly endorsed criminal record checks as the default practice for screening job candidates. The article argues that this divergence stems from the structured uncertainty of compliance under the common law tort of negligent hiring, which shapes organizational behavior in ways that defy the substantive clarity of relevant case law.

potentials of a dialogical reframing of personality testing in hiring

Personality testing is highly disputed, yet, widely used as a personnel selection tool. In most research, it is taken for granted that personality tests are used with the purpose of achieving a more objective assessment of job candidates. However, in Danish organizations the personality test is often framed as a ‘dialogue tool’. This paper explores the potentials of a dialogical reframing of the use of personality testing in personnel selection by analyzing empirical material from an ethnographic study of the hiring processes in a Danish trade union that declaredly uses personality tests as a dialogue tool. Through an affirmative critique we identify five framings that interact during the test-based dialogue: The ‘meritocratic’, ‘disciplinary’, ‘dialogical’, ‘pastoral’, and ‘con-test’ framing. Our study suggests that being committed to a dialogical reframing nurtures the possibility of focusing on what we call the ‘con-test’: Either as exploring the meta-competences of the candidate or as co-creating embryos through joint reflections on organizational issues. We argue that the long-lasting debates in the field of selection-related personality testing should be much more interested in the question of how personality tests in hiring are used, rather than whether or not they should be used.

The Employment Situation of Military Spouses

This chapter examines military spouse employment, the business case for hiring military spouses, and barriers to their employment. The unemployment rate among military spouses remains high compared to civilian peers even though their educational attainment, pursuit of employment, volunteerism, and engagement in related professional development activities tends to support a strong business case for hiring them. Also, there is no evidence to suggest that military affiliation negatively impacts success or ability to perform in the workplace. Thus, there is a compelling business case to hire military spouses, but they are often overlooked as human capital resources. This chapter will help human resource professionals learn more about the value of military spouse job candidates and the issues that impact their employment across the human resource life cycle from recruitment to retention.

CSR fit and organizational attractiveness for job applicants

Purpose The purpose of this paper is to explore a conceptual model on the influence of corporate social responsibility (CSR) “fit” on organizational attractiveness among job applicants under the boundary conditions of chief executive officer (CEO) activism and CSR credibility. Design/methodology/approach The study is based on archival research, largely reviewing extant in CSR and drawing propositions based on existing theory. Findings Paper draws propositions based on CSR fit, credibility and CEO activism. The paper asserts the influence of CSR fit on organizational attractiveness among job applicants. It further explains moderated mediating mechanism through which CSR fit influences organizational attractiveness among job applicants. Originality/value Recruitment has primarily explored the role of CSR in attracting potential job candidates. This paper presents the role of CSR “fit,” an aspect not explored before in recruitment. This paper also introduces the role of CEO activism in recruitment.