Recent Developments in Recruitment and Selection
European Perspectives and Advances
1st Edition
Published on 4. October 2024
Book
Hardback
180 pages
978-1-032-73371-5 (ISBN)
Description
This book brings together top recruitment and selection scholars to discuss recent challenges in employee recruitment and selection underpinned by research evidence from different European countries.
Broadly speaking, recruitment and selection are concerned with attracting qualified candidates to apply for available jobs and selecting the best ones from the pool of available candidates. As such, they are critical to any business. Numerous toolkits and best practice guides exist to help recruiters navigate different stages of recruitment and selection. However, traditional recruitment and selection practices should be adjusted to respond to diverse challenges in the current and future world of work related with increased volatility, uncertainty, complexity, and ambiguity. Specific examples of these challenges are related with the accelerated use of technology and artificial intelligence, as well as more flexible work practices, such as hybrid and platform-based work. The chapters in this volume cover the use of technology and gamification, applicant discrimination and stigmatization, and applicant reactions to technology-mediated selection methods, among others. This book is the ideal text for students, scholars and researchers of HRM, Business and Management and Organizational Psychology. It will also interest practitioners and professionals in the field.
The chapters in this book were originally published as a special issue of European Journal of Work and Organizational Psychology.
Broadly speaking, recruitment and selection are concerned with attracting qualified candidates to apply for available jobs and selecting the best ones from the pool of available candidates. As such, they are critical to any business. Numerous toolkits and best practice guides exist to help recruiters navigate different stages of recruitment and selection. However, traditional recruitment and selection practices should be adjusted to respond to diverse challenges in the current and future world of work related with increased volatility, uncertainty, complexity, and ambiguity. Specific examples of these challenges are related with the accelerated use of technology and artificial intelligence, as well as more flexible work practices, such as hybrid and platform-based work. The chapters in this volume cover the use of technology and gamification, applicant discrimination and stigmatization, and applicant reactions to technology-mediated selection methods, among others. This book is the ideal text for students, scholars and researchers of HRM, Business and Management and Organizational Psychology. It will also interest practitioners and professionals in the field.
The chapters in this book were originally published as a special issue of European Journal of Work and Organizational Psychology.
More details
Language
English
Place of publication
London
United Kingdom
Publishing group
Taylor & Francis Ltd
Target group
College/higher education
Professional and scholarly
Postgraduate, Undergraduate Advanced, and Undergraduate Core
Dimensions
Height: 280 mm
Width: 210 mm
Weight
700 gr
ISBN-13
978-1-032-73371-5 (9781032733715)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Other editions
Additional editions
Kristina Potocnik | Neil Anderson | Marise Ph. Born
Recent Developments in Recruitment and Selection
European Perspectives and Advances
Book
05/2026
1st Edition
Routledge
€57.00
Shipment within 10-20 days
Kristina Potocnik | Neil Anderson | Marise Ph. Born
Recent Developments in Recruitment and Selection
European Perspectives and Advances
E-Book
10/2024
1st Edition
Routledge
€211.99
Available for download
Kristina Potocnik | Neil Anderson | Marise Ph. Born
Recent Developments in Recruitment and Selection
European Perspectives and Advances
E-Book
10/2024
1st Edition
Routledge
€211.99
Available for download
Persons
Kristina Potocnik is Professor of Organisational Behaviour at the University of Edinburgh Business School. Her current research in recruitment and selection deals with issues related with hard-to-recruit professions.
Neil Anderson is Visiting Professor of Organizational Psychology at the University of Maastricht and the University of Valencia. Having held professorships in the U.K (University of London). and the Netherlands (University of Amsterdam), he also served in various university management roles including Director of Research and Head of Department.
Marise Ph. Born is Professor of Personnel Psychology at the Erasmus University Rotterdam and Extraordinary Professor of Work and Personnel Psychology at the Vrije Universiteit Amsterdam. She also has an Extraordinary Professorship at Optentia and the Faculty of Economic and Management Sciences of the North-West University South Africa.
Martin Kleinmann is Professor of Work and Organizational Psychology at the University of Zurich, Switzerland. His current research in recruitment and selection deals with comparisons of selection methods.
Ioannis Nikolaou is Professor of Organisational Behaviour and Human Resources Management at Athens University of Economics and Business, Greece. His research interests focus mainly on employee recruitment, selection and assessment and more recently on the use of technology, such as social media and serious games/gamification in hiring and staffing practises.
Neil Anderson is Visiting Professor of Organizational Psychology at the University of Maastricht and the University of Valencia. Having held professorships in the U.K (University of London). and the Netherlands (University of Amsterdam), he also served in various university management roles including Director of Research and Head of Department.
Marise Ph. Born is Professor of Personnel Psychology at the Erasmus University Rotterdam and Extraordinary Professor of Work and Personnel Psychology at the Vrije Universiteit Amsterdam. She also has an Extraordinary Professorship at Optentia and the Faculty of Economic and Management Sciences of the North-West University South Africa.
Martin Kleinmann is Professor of Work and Organizational Psychology at the University of Zurich, Switzerland. His current research in recruitment and selection deals with comparisons of selection methods.
Ioannis Nikolaou is Professor of Organisational Behaviour and Human Resources Management at Athens University of Economics and Business, Greece. His research interests focus mainly on employee recruitment, selection and assessment and more recently on the use of technology, such as social media and serious games/gamification in hiring and staffing practises.
Content
1. Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities 2. Measuring the motive for power using conditional reasoning: some preliminary findings 3. Differentiated measurement of conscientiousness and emotional stability in an occupational context - greater effort or greater benefit? 4. Unravelling leadership potential: conceptual and measurement issues 5. Reducing ethnic discrimination in resume-screening: a test of two training interventions 6. Gamified or traditional situational judgement test? A moderated mediation model of recommendation intentions via organizational attractiveness 7. Using video- and text-based situational judgement tests for teacher selection: a quasi-experiment exploring the relations between test format, subgroup differences, and applicant reactions 8. Applicants' pre-test reactions towards video interviews: the role of expected chances to demonstrate potential and to use nonverbal cues 9. Managing organizational attractiveness after a negative employer review: company response strategies and review consensus 10. The interacting content and process of the employer brand: person-organization fit and employer brand clarity 11. Initial impression formation during the job interview: anchors that drive biased decision-making against stigmatized applicants 12. Laughter in the selection interview: impression management or honest signal?