This paper proposed equity theory as a potential theoretical framework that may be considered to underpin an alternative compensation model that can work for teachers in the K-12 system in the United States. This approach may help with ensuring teacher performance and retention. The current compensation system adopted in many districts needs to be re-designed and should consider introducing an alternative compensation model to boost performance and to retain high-quality teachers in the nation’s classrooms.
As jobs become increasingly complex, organizations are challenged with finding effective ways to select and hire successful employees. The high level of uncertainty generally associated with hiring decisions is greater for complex jobs where it is difficult to identify the predictors of good job performance. Intuition research has found expert intuition to be effective in highly uncertain decision environments. However, most employment selection research dismisses the use of intuition and argues that even expert interviewers should not rely on their intuition. To bridge the two research streams, this paper addresses the research question: for complex jobs, can the intuition of expert decision-makers enhance the effectiveness of hiring decisions? The hypotheses were tested via an experimental study design using expert and nonexpert interviewer samples. The results demonstrate that, when recruiting for complex jobs, interviewer expertise does increase the quality of intuitive hiring decisions.
Purpose
This paper aims to introduce the concept of 360° recruitment, which is a systematic, practical and holistic recruitment process that provides a reliable employee-selection structure for an organization of any size.
Design/methodology/approach
The recruitment process, which begins with establishing the correct selection criteria, provides a 360° view of a candidate by combining assessments, job interviews, reference checks and job previews.
Findings
Hiring the right employees is critical for the growth and success of an organization. However, many companies do not have an effective and reliable recruitment process that enables them to hire top-notch talent who are highly compatible with the firm. The 360° recruiting process is a practical technique that enables organizations to evaluate job applicants from multiple angles while reducing the uncertainty and the biases that are inherent in a typical recruiting process.
Originality/value
The 360° recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that qualified and compatible employees are hired into the organization.
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