Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience

Iddekinge, Chad H. Van; Lievens, Filip; Sackett, Paul R.

doi:10.1111/peps.12578

Cited by 18 publications

(6 citation statements)

References 348 publications

(428 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…As a further antecedent, it might be relevant to understand the extent to which sector switchers are hired and for which positions, as the growing lack of public employees might make it more relevant to understand how to select recruits who do not follow traditional public sector careers. Further, HR research suggests a relationship between selection and outcomes in the sense of retention and organizational performance (Van Iddekinge et al, 2023). For example, using multiple selection procedures rather than a narrow system might reduce bias and help in better predicting recruits' performance.…”

Section: Discussion and Future Research Agendamentioning

confidence: 99%

Facing the human capital crisis: A systematic review and research agenda on recruitment and selection in the public sector

Jakobsen,

Løkke,

Keppeler

2023

Public Administration Review

View full text Add to dashboard Cite

As a human capital crisis poses urgent challenges across multiple countries, public administration scholars and practitioners are concerned with recruitment and selection questions. Literature evolves with an increasing pace whereby clarity over the state‐of‐the art and gaps in recruitment and selection research in the public sector is needed to direct future research and practice. We conducted a review of 59 studies to systematize and reorient research on recruitment and selection. Summarizing the state‐of‐the‐art, we identify a strong focus on individual‐level research of attraction, revealing several blind spots of research on other levels and process stages of hiring. Based on the synthesis of existing knowledge, we provide a research agenda that extends the predominant focus on attraction. By bridging public administration concepts with generic recruitment and selection research, the agenda aims at advancing the research on hiring in the public sector, offering a framework for levels, concepts/theories, processes, and key variables.This article is protected by copyright. All rights reserved.

show abstract

Section: Discussion and Future Research Agendamentioning

confidence: 99%

Facing the human capital crisis: A systematic review and research agenda on recruitment and selection in the public sector

Jakobsen,

Løkke,

Keppeler

2023

Public Administration Review

View full text Add to dashboard Cite

show abstract

“…Yet, as Van Iddekinge et al. (2023: 24) note, “although much progress has been made about how to make effective and fair selection decisions, vexing issues persist… [such as] how to simultaneously maximize workforce performance and diversity.” Our work provides a unique perspective on the origins of firm diversity that start in the composition of FTs and early practices of ABH. We hope that it encourages more research on how growing firms evolve across multiple dimensions of diversity and on what drives this evolution.…”

Section: Discussionmentioning

confidence: 99%

Affiliation‐based hiring in startups and the origins of organizational diversity

Brymer

Rocha

2023

Personnel Psychology

View full text Add to dashboard Cite

Multiple imperatives call for more diversity in organizations, yet we know surprisingly little about why some organizations become more diverse than others. We focus on the early stages of organizations—the composition of founding teams (FTs) and the evolution of subsequent hiring practices, namely the prominence of finding new employees via founders’ prior employer and educational affiliations. Drawing upon theories of entrepreneurial resource mobilization and attraction–selection–attrition (ASA), we argue that FTs with common professional ties imprint post‐founding hiring routines by making affiliation‐based hiring (ABH) a more prominent practice to select new personnel. We posit that, although ABH fades quickly after founding, using this hiring strategy in the early stages of an organization shapes its trajectory for diversity and contributes to workforce homogenization in several dimensions as new firms mature. Using a mixed‐methods approach combining large‐scale employer–employee linked data from Denmark and in‐depth surveys with founders from the US and UK, we find robust support for our theory and provide novel insights to the hiring processes in entrepreneurial firms. Our work advances our understanding of the enigmatic origins of within‐organization homogeneity progression and offers important contributions to both theory and practice.

show abstract

“…Ultimately, we do not want readers to allow our cautionary tones about practice to overshadow our enthusiasm for expanding the application of multiperspective frameworks in organizational psychology research. Indeed, our concern is reserved for using multirater techniques for those covered business practices entrenched in employment law, such as personnel selection (Van Iddekinge et al, 2023). For development purposes, however, multirater, and more specifically, multiperspective frameworks, could hold significant value.…”

Section: Practical Implicationsmentioning

confidence: 99%

An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.

Smith,

Wu,

Holmes

et al. 2024

Journal of Applied Psychology

View full text Add to dashboard Cite

Multiperspective frameworks, such as the social relations model, socioanalytic theory, the realistic accuracy model, the self-other knowledge asymmetry model, and the trait-reputation-identity model, have advanced understanding of personality over the last 40 years. Due to a resurgence of interest in multiperspective research on personality and other constructs in organizational psychology, we conducted an integrative conceptual review of these specific multirater frameworks and their application in work settings. Our review identifies similarities and differences in these frameworks and suggests that they collectively represent an invaluable resource for personality researchers and the broader field of organizational psychology. Through our review, we distinguish multiperspective frameworks from similar approaches (e.g., multirater designs), track the evolution of these frameworks, and leverage current applications of these frameworks to craft a future research agenda. Our review serves as a roadmap to help scholars apply multiperspective logic more thoroughly and systematically in personality research and beyond. We close with a discussion of practical implications.

show abstract

Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience

Abstract: We thank Richard Landers and Markus Langer for their valuable comments on some portions of this review.

Cited by 18 publications

References 348 publications

Facing the human capital crisis: A systematic review and research agenda on recruitment and selection in the public sector

Facing the human capital crisis: A systematic review and research agenda on recruitment and selection in the public sector

Affiliation‐based hiring in startups and the origins of organizational diversity

An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.

Contact Info

Product

Resources

About