...Debolina Dutta; Rashmi Adsule Purpose The research examines the influence of artificial intelligence (AI) and Gen AI on recruitment and selection practices, emphasizing the need to adapt established processes across different contexts and organizations to remain competitive in the dynamic business...

... Limited Licensed re-use rights only Scouting Recruitment Selection Talent identification Artificial intelligence Bias Talent recruitment or scouting is one of the most fundamental activities for sports organizations, impacting both how they perform on the field and how...

... intelligence, competence and employability. We seek to contribute to the nascent literature on the use of SNW content in employee selection processes as a post-application tool. Specifically, we use an experimental design to examine the possibility that employers’ evaluations of candidates are strongly...

... of the Uniform Guidelines and our review of mentorship outcomes, our construct validation affords an opportunity to legally validate the MEM without causing harm in an actual job-related environment. In study 1, we anticipated the MEM to make a contribution in the measurement of mentor selection consistent...

... understanding of integrity testing in personnel selection in cross‐cultural settings. As such, the findings may be of particular importance to the numerous organizations and practitioners around the world administering integrity tests today. These results notwithstanding, future cross‐cultural studies...

...Therese Macan; Matthew R. Lemming; Jeffrey L. Foster Purpose The present study aims to examine how adjustments to utility analysis (UA) estimates and restructuring UA information to include a tabular format affect managerial acceptance of a selection test. Design/methodology/approach Managers...

...Wesley A. Scroggins; Philip G. Benson; Julie Cogin; Alan Fish Purpose Cross border managers are an important feature of the global economy . Despite this, research evidence suggests that the primary selection criteria for cross border managers are technical expertise and domestic business...

...Samantha Lynch; Karen Smith Purpose This paper seeks to provide an insight into the recruitment and selection of volunteers in the heritage sector, drawing comparisons between paid and unpaid workers to assess the implications of the findings for volunteer management. Design/methodology...

... transportability of SJTs. Practical implications Practitioners receive evidence‐based information about the features, development, and strengths and weaknesses of SJTs. Originality/value Apart from the USA, SJTs have not made strong inroads in selection practice in Europe and other parts of the world...

...Cliff Lockyer; Dora Scholarios Purpose Recruitment and selection in the construction industry is ad hoc – the search for workers to match immediate employment needs is unsystematic, usually conducted in a short‐termist manner, and often contributes to, rather than overcomes, persistent...

...' perceptions of justice of a personnel selection decision when they were not directly involved themselves. Design/methodology/approach An experimental design incorporating vignettes provided information about an internal and an external job candidate, and information about who was selected for a position...

... of the link between job attributes and performance, we propose:H1.=General intelligence and conscientiousness will emerge as the two most important attributes in selecting recent graduates. Holland (1973) and Dunn et al. (1995) found that, unlike conscientiousness, which has high...

... principle than to learn how to reproduce the matrix, although it is easy to put the matrix into practice, and I personally think it makes for a useful tool. Of course using the matrix (or any method of selection) cannot always tell you with accuracy what the relative merits of different candidates...

...Ben Lupton Examines the role of the personnel function in the selection of doctors. Reveals a “clerk of works” role, marginal to the decision‐making process. Considers the implications of such a role for effective and fair selection practice. Develops a model of “weak” personnel management which...

...Jean M. Barclay The first part of a larger study into organisations’ use of structured interviewing techniques. Discusses reasons for continued popularity of interviewing in selection, despite its shortcomings. Considers the use of two structured interviewing techniques to improve selection...

..., specificity, accuracy); 3 interaction patterns (question‐response or response‐response); and 4 non‐verbal behaviours. © MCB UP Limited 1996 Graduates Interviewing Recruitment Selection The interview is a long‐established selection tool, yet still there is much debate...

... designed to examine the current selection, training and assessment procedures for managers of offshore oil and gas installations in the North Sea, with particular emphasis on their ability to take command in the event of a serious offshore incident. Personnel and operations managers in 38 oil and gas...

... Selection Strategy © MCB UP Limited 1994 Anstey[ 8 ] evaluated an AC for selection into the British Civil Service and found that overall ratings of candidates (n = 301) correlated r = 0.66(corrected for restriction of range) with administrative grade achieved some years later...

... the perspective of the recommendations of the Cadbury Committee report. The analysis highlights the key role played by non‐executive directors in the process and underscores the importance of the nominations process by which non‐executives are selected. This is also the area where the greatest revision in current...

...Nigel van Zwanenberg; Larry J. Wilkinson The use of the Person Specification in recruitment and selection has masked a number of fundamental problems. Reviews existing Person Specification systems and identifies these problems identified. Proposes a model of the Specification process which brings...