In the past, the advent of greater access to computers and the Internet inexorably changed the methods by which organizations recruited talent, and also the way in which possible hopefuls searched for and applied to these organizations. A new study suggests that assessment via mobile phone could be the wave of the near future.
From a statistical point of view, a perfectly reliable interview is one in which interviewees and interviewers react identically to identical situations: interviewees answer the same question the same way every time, and interviewer interpret, evaluate, and rate identical responses identically. But is this really an ideal interview process from a real-world perspective?
What matters most: what you say or what you do? If you are an interviewer, it turns out that what you do – your behaviors, as well as the actual interview process – has more impact. Candidates want to work in an environment that’s a good match for their personality. If prospective employees feel they are a good fit for the company’s culture, it can make or break job offer acceptance!
You want to hire the best. To get superior employees, your company does its homework on each potential candidate. Unfortunately, calling references isn’t that effective. Phone conversations just don’t provide accurate, consistent data. How can you improve the process? A new survey designed by Cynthia Hedricks and her colleagues may be a step forward in solving the professional reference problem.
Have you ever taken a personality test as part of a hiring process and found your mind wandering? Where did it go? Did you wonder how to best answer the questions to secure the job? Or did you ponder why puppies are just so damn cute? Or why the Flock
Topic: Recruiting Publication: International Journal of Selection and Assessment (SEP 2012) Article: Do I Look Like Someone Who Cares? Recruiters’ Ratings of Applicants’ Paid and Volunteer Experience Authors: Christa Wilkin and Catherine Connelly Reviewed By: Thaddeus Rada In the world of human resource management, recruiters often have a limited number
Topic: Selection, Assessment Publication: International Journal of Selection and Assessment (JUN 2012) Article: Cross-cultural Examination of Applicant Reactions to Selection Methods: United States and Vietnam Authors: Hoang, T.G., Truxillo, D.M., Erdogan, B., and Bauer, T.N. Reviewer: Neil Morelli Over the past several years I-O psychologists have become more interested in
Topic: Selection, Evidence Based Management, Assessment Publication: International Journal of Selection and Assessment (JUN 2012) Article: Offsetting Performance Losses Due to Cheating in Unproctored Internet-Based Testing by Increasing the Applicant Pool Authors: Richard N. Landers & Paul R. Sackett Reviewed By: Thaddeus Rada Unproctored Internet testing (UIT) has been a
Topic: Assessment, Personality Assessment, Selection Publication: International Journal of Selection and Assessment (JUN 2012) Article: Don’t you know me well enough yet? Comparing reactions of internal and external candidates to employment testing Authors: G. W. Giumetti and E. F. Sinar Reviewed By: Megan Leasher Employment testing is gaining in popularity