Highlighting Tensions in Recruitment and Selection Research and Practice

Ryan, Ann Marie; Derous, Eva

doi:10.1111/ijsa.12129

Cited by 11 publications

(7 citation statements)

References 38 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Second, we discuss the need to move our focus from efficiency to effectiveness and fairness in thinking about the use of technology (a point raised by Ryan & Derous, 2016). As examples, the use of adaptive testing, mobile testing, and video interviewing have all been undertaken because they make the hiring process more efficient (for both employer and applicant), but the investigation of factors that impact their effectiveness is still quite nascent.…”

Section: Palabras Clave: Selección Evaluación Tecnologíamentioning

confidence: 99%

The Unrealized Potential of Technology in Selection Assessment

Ryan

Derous

2019

Revista De Psicología Del Trabajo Y De Las Organizaciones

Self Cite

View full text Add to dashboard Cite

The Unrealized Potential of Technology in Selection Assessment Over the past two decades, assessment for employee selection has undergone radical changes due to technological advances (see Tippins, 2015, for a review). Examples include changes in assessment delivery (computerized, online, mobile, use of adaptive testing), changes in assessment content (greater use of video and audio, graphics, gamification), changes in interactivity (recording of applicants, video interviewing), changes in scoring and reporting (quicker, internet delivered), and changes in many other aspects (e.g., use of algorithms and data mining). The purpose of this paper is not to provide another review of these advances as quality treatments exist (Scott, Bartram, & Reynolds, 2017; Tippins, 2015) but to discuss 3 ways incorporation and use of technological advances in assessment practice and research could be strengthened. First, we discuss the need to think more creatively regarding what is measured. That is, despite the promise of technology as a means of measuring new KSAOs (i.e., knowledge, skills, abilities, and other constructs like motivation) and richer content, many of our assessments are just "transported" traditional tools. As an example, gamified assessments (Bhatia & Ryan, 2018) most often are measuring traditional constructs in environments with game elements layered on.

show abstract

Section: Palabras Clave: Selección Evaluación Tecnologíamentioning

confidence: 99%

The Unrealized Potential of Technology in Selection Assessment

Ryan

Derous

2019

Revista De Psicología Del Trabajo Y De Las Organizaciones

Self Cite

View full text Add to dashboard Cite

show abstract

“…Several researchers have defined QOH per their convenience, and HR leaders view QOH more as a "fit" construct to be determined through psychometric assessments and past job-skill experience [8,35] . Among the several suggested approaches to measuring the quality of hire, new hire performance, and turnover rates, employee engagement and culture fit with the new hire are considered the most effective [36] .…”

Section: Quality Of Hire (Qoh)mentioning

confidence: 99%

Determining quality of hire, the holy grail of recruitment: A structuration perspective

Dutta,

Vedak

2023

Hum. Resour. Manag. Serv.

View full text Add to dashboard Cite

Purpose: This research paper aims to justify the need for the Quality of Hire (QOH) construct as a value-adding focus for strategic human resource management (SHRM). The traditional focus on efficiency and cost-oriented recruitment metrics overlooks the importance of QOH in providing a competitive advantage and delivering long-term value. The study expands the economic theory of human resource development and develops a profit-building concept relevant to SHRM by exploring the practices that enable QOH in organizations. Design: The study utilizes a case-study method to examine a target firm’s mechanisms to build QOH in its recruitment process. It applies a structuration theory lens to analyze the behavior of various actors, their agencies, and the continuous interplay between structure and action in enabling QOH. Findings: The findings suggest that assessing and building measures for getting QOH is a complex task for organizations due to the inherent reliance on lag measures such as performance and tenure. The study highlights that QOH can be enabled through changes in the firm’s recruitment practices. Originality: This paper contributes to recruitment research in two significant ways. First, it expands on the under-researched construct of QOH, providing clarity on its definition and importance. Second, it identifies lead practices that organizations can incorporate into their recruitment and selection processes to enable QOH. By using a structuration theory lens, the study explores how actors in the recruitment process adapt and align with new structural rules to enable QOH. Research implications: The research builds on the structuration theory in recruitment and selection and exhorts practitioners in organizations to move beyond efficiency-oriented recruitment practices and focus on practices that contribute to QOH. By considering post-hire outcomes, such as job performance and long-term retention, organizations can improve their talent acquisition and retention strategies, creating long-term value for the organizations.

show abstract

“…La Psicología Organizacional (PO) se ha constituido históricamente como un área predominantemente técnica que responde a las necesidades planteadas por las organizaciones con relación a la conducta individual. Los esfuerzos en investigación son escasos respecto a la práctica (Rodríguez C. & Posadas Díaz, 2005), lo cual puede reflejarse en la actualidad en el distanciamiento entre las practicas psicológicas (enfoque profesional) y los esfuerzos de investigación psicológica en las organizaciones (Ryan & Derous, 2016). Mucho de esta asimetría se debe a dificultades propias del campo, como la falta de divulgación sobre nuevos procedimientos tecnológicos, la primacía del control de recursos de carácter económico sobre los procesos (incluida la capacitación) y la tendencia a mantener viejos hábitos de evaluación, muchas veces infructuosos (Jones, 1986;Katz & Ziderman, 1990;Ruiz, Nava, & Carbajal, 2016).…”

Section: Un Modelo Psicológico De Capacitaciónunclassified

“…De esta manera, se puede identificar un punto de escisión entre un enfoque pragmático profesional y un enfoque proveniente de la psicología científica. El MCBE surge en el contexto de este conflicto entre las propuestas a partir la investigación científica y el contexto puramente profesional dentro de las organizaciones (Ryan & Derous, 2016).…”

Section: Conclusionesunclassified

Capacitación basada en evidencias: Una aportación tecnológica desde la psicología.

Méndez

Valero²

2017

RIP

View full text Add to dashboard Cite

En el presente artículo se propone un modelo tecnológico de capacitación psicológico. Se comienza describiendo los objetivos del modelo de capacitación, enfocados en el comportamiento individual. Acto seguido, se describe el enfoque y los tipos de capacitación reconocidos por el modelo, seguidos por la presentación del esquema del proceso general, el cual está compuesto por 4 momentos: la identificación de variables psicológicas, la evaluación diagnostica, el diseño de la intervención y la fase de entrenamiento. Una vez abordado el esquema, se describe el proceso de entrenamiento y las alternativas de evaluación que el modelo contempla. Por último, se concluye resaltando la importancia de la implementación del modelo, buscando constatar si la evidencia empírica que se desprende de dicha práctica es congruente con los efectos positivos proyectados por el modelo, en relación al desempeño y variables psicológicas que se buscan promover.

show abstract

Highlighting Tensions in Recruitment and Selection Research and Practice

Cited by 11 publications

References 38 publications

The Unrealized Potential of Technology in Selection Assessment

The Unrealized Potential of Technology in Selection Assessment

Determining quality of hire, the holy grail of recruitment: A structuration perspective

Capacitación basada en evidencias: Una aportación tecnológica desde la psicología.

Contact Info

Product

Resources

About