Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings

2017 ◽  
Vol 25 (4) ◽  
pp. 371-382 ◽  
Author(s):  
Markus Langer ◽  
Cornelius J. König ◽  
Kevin Krause
Keyword(s):  
Personnel Selection ◽  
Applicant Reactions ◽  
Interviewer Ratings

scholarly journals Personnel selection in the digital age: a review of validity and applicant reactions, and future research challenges

2019 ◽  
Vol 29 (1) ◽  
pp. 64-77 ◽  
Author(s):  
Stephen A. Woods ◽  
Sara Ahmed ◽  
Ioannis Nikolaou ◽  
Ana Cristina Costa ◽  
Neil R. Anderson
Keyword(s):  
Personnel Selection ◽  
Digital Age ◽  
Future Research ◽  
Applicant Reactions ◽  
Research Challenges

A Review of Applicant Reactions in Personnel Selection

2013 ◽  
Vol 21 (7) ◽  
pp. 1317-1330
Author(s):  
Ran BIAN ◽  
Peijian LIN ◽  
Hongsheng CHE
Keyword(s):  
Personnel Selection ◽  
Applicant Reactions

Applicant reactions and faking in real-life personnel selection

2011 ◽  
Vol 52 (4) ◽  
pp. 376-381 ◽  
Author(s):  
LAURA HONKANIEMI ◽  
ASKO TOLVANEN ◽  
TARU FELDT
Keyword(s):  
Personnel Selection ◽  
Real Life ◽  
Applicant Reactions

Applicant Reactions Are Similar Across Countries

2015 ◽  
Vol 14 (4) ◽  
pp. 213-217 ◽  
Author(s):  
Cornelius J. König ◽  
Clemens B. Fell ◽  
Verena Steffen ◽  
Stéphane Vanderveken
Keyword(s):  
Cultural Differences ◽  
Personnel Selection ◽  
Cross Cultural ◽  
Face Validity ◽  
Minor Role ◽  
Assessment Centers ◽  
Applicant Reactions ◽  
Cross Cultural Differences ◽  
Research Stream ◽  
A Minor

Abstract. Many organizations receive applications from people from different countries, and this is reflected in the research interest in cross-cultural differences in applicant reactions. The results of this research stream suggest only a minor role of country differences, but should be considered as preliminary in nature for several reasons. In particular, many studies have been conducted with students as hypothetical applicants, and assessment centers (ACs) have largely been neglected so far. Trying to overcome previous shortcomings, we examined applicant reactions to an AC conducted by the European Personnel Selection Office for selecting employees for European Union institutions. Applicants from eight European countries (N = 243) rated the AC on six reaction dimensions: measurement quality, face validity, controllability, absence of stress, good organization, and positive atmosphere. Reassuring for practitioners, results did again not suggest cross-cultural differences.

scholarly journals Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice

2021 ◽  
Author(s):  
Nicholas Folger ◽  
Prisca Brosi ◽  
Jutta Stumpf-Wollersheim ◽  
Isabell M. Welpe
Keyword(s):  
Procedural Justice ◽  
Personnel Selection ◽  
Selection Process ◽  
Job Applicants ◽  
Human Resource Managers ◽  
Selection Methods ◽  
Applicant Reactions ◽  
Negative Effects ◽  
Resource Managers ◽  
Underlying Mechanisms

AbstractResearch has shown that the use of digital technologies in the personnel selection process can have both positive and negative effects on applicants’ attraction to an organization. We explain this contradiction by specifying its underlying mechanisms. Drawing on signaling theory, we build a conceptual model that applies two different theoretical lenses (instrumental-symbolic framework and justice theory) to suggest that perceptions of innovativeness and procedural justice explain the relationship between an organization’s use of digital selection methods and employer attractiveness perceptions. We test our model by utilizing two studies, namely one experimental vignette study among potential applicants (N = 475) and one retrospective field study among actual job applicants (N = 335). With the exception of the assessment stage in Study 1, the positive indirect effects found in both studies indicated that applicants perceive digital selection methods to be more innovative. While Study 1 also revealed a negative indirect effect, with potential applicants further perceiving digital selection methods as less fair than less digitalized methods in the interview stage, this effect was not significant for actual job applicants in Study 2. We discuss theoretical implications for the applicant reactions literature and offer recommendations for human resource managers to make use of positive signaling effects while reducing potential negative signaling effects linked to the use of digital selection methods.

Handwriting Analysis and Personality Assessment

2000 ◽  
Vol 5 (1) ◽  
pp. 44-51 ◽  
Author(s):  
Peter Greasley
Keyword(s):  
Personality Traits ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Handwriting Analysis ◽  
Recruitment Process ◽  
Academic Literature ◽  
Personnel Recruitment ◽  
The Subject ◽  
Better Than

It has been estimated that graphology is used by over 80% of European companies as part of their personnel recruitment process. And yet, after over three decades of research into the validity of graphology as a means of assessing personality, we are left with a legacy of equivocal results. For every experiment that has provided evidence to show that graphologists are able to identify personality traits from features of handwriting, there are just as many to show that, under rigorously controlled conditions, graphologists perform no better than chance expectations. In light of this confusion, this paper takes a different approach to the subject by focusing on the rationale and modus operandi of graphology. When we take a closer look at the academic literature, we note that there is no discussion of the actual rules by which graphologists make their assessments of personality from handwriting samples. Examination of these rules reveals a practice founded upon analogy, symbolism, and metaphor in the absence of empirical studies that have established the associations between particular features of handwriting and personality traits proposed by graphologists. These rules guide both popular graphology and that practiced by professional graphologists in personnel selection.

The Validity of Specific Cognitive Abilities for the Prediction of Training Success in Germany

2014 ◽  
Vol 13 (3) ◽  
pp. 123-133 ◽  
Author(s):  
Wiebke Goertz ◽  
Ute R. Hülsheger ◽  
Günter W. Maier
Keyword(s):  
Cognitive Abilities ◽  
Personnel Selection ◽  
Meta Analysis ◽  
Mental Ability ◽  
Occupational Category ◽  
General Mental Ability ◽  
Training Success ◽  
Specific Cognitive Abilities ◽  
Better Than

General mental ability (GMA) has long been considered one of the best predictors of training success and considerably better than specific cognitive abilities (SCAs). Recently, however, researchers have provided evidence that SCAs may be of similar importance for training success, a finding supporting personnel selection based on job-related requirements. The present meta-analysis therefore seeks to assess validities of SCAs for training success in various occupations in a sample of German primary studies. Our meta-analysis (k = 72) revealed operational validities between ρ = .18 and ρ = .26 for different SCAs. Furthermore, results varied by occupational category, supporting a job-specific benefit of SCAs.

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