Role Analysis: The Foundation for Selection Systems

Kerrin, Máire; Mossop, Liz; Morley, Emma; Fleming, Gail; Flaxman, Charlotte

doi:10.1007/978-3-319-94971-0_6

Cited by 4 publications

(3 citation statements)

References 34 publications

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“…The final step is communicating with applicants, notifying them about the next steps or rejection. Similarly according to [40], typical recruitment's steps, include recruitment planning, strategic development, sourcing and attraction, screening, evaluation, and tracking. These steps involve identifying job vacancies, creating job descriptions with soft skill criteria, sourcing and screening candidates, shortlisting for interviews, and making the final selection [41].…”

Section: Recruitment Overviewmentioning

confidence: 99%

An Extended UTAUT Model for Analyzing Users’ Acceptance Factors for Artificial Intelligence Adoption in Human Resource Recruitment: A Case Study of Thailand

Wongras,

Tanantong

2023

Preprint

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Recruitment is a fundamental aspect of Human Resource Management to drive organizational performance. Traditional recruitment processes, with manual stages, are time-consuming and inefficient. Artificial Intelligence (AI), which demonstrates its potential in various sectors such as healthcare, education and notable cases of ChatGPT, is currently reshaping recruitment by automating tasks to improve efficiency. However, in Thailand, where there is a growing demand for talents, the application of AI in recruitment remains relatively limited. This research focuses on human resources (HR) and recruitment professionals in Thailand, aiming to understand their perspectives on the integration of AI in recruitment. It extended the Unified Theory for Acceptance and Use of Technology (UTAUT) model, customized to suit the specific requirements of Thai recruitment practices. The study explores the factors influencing users' intention to adopt AI in recruitment. Survey questionnaire items were created based on prior literatures and refined with insights from HR and recruitment experts to ensure applicability in the context of recruitment in Thailand. A survey involving 364 HR and recruiting professionals in Bangkok metropolitan area supplied comprehensive responses. The research reveals that several factors, including Perceived Value, Perceived Autonomy, Effort Expectancy, and Facilitating Conditions, significantly impact the intention to adopt AI for recruitment. While Social Influence and Trust in AI Technology do not have a direct influence on intention, Social Influence directly affects Perceived Value. Trust in AI Technology positively influences Effort Expectancy. This study provides valuable benefits for HR and recruitment professionals, organizations and AI developers by offering insights into AI adoption and sustainability, enhancing recruitment processes and promoting the effective use of AI tools in this sector.

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Section: Recruitment Overviewmentioning

confidence: 99%

An Extended UTAUT Model for Analyzing Users’ Acceptance Factors for Artificial Intelligence Adoption in Human Resource Recruitment: A Case Study of Thailand

Wongras,

Tanantong

2023

Preprint

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“…The frameworks have been developed that define key competencies in medical profession (e.g., the Canadian Medical Education Directives for Specialists). They specify the knowledge, skills, abilities, and other characteristics (KSCAOs), related to competent performance within certain healthcare professions (for examples, see Kerrin et al, 2018). Like medical education, graduate STEM education is also confronted with the question of which KSCAOs define an engineer or a researcher in STEM fields.…”

Section: Graduate Selection Methods As a Distinct Area For Researchmentioning

confidence: 99%

Admissions to Graduate Studies: Selection Methods for Life and Natural Sciences Masters’ Programs at a European Research University

Kurysheva¹

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As depicted in Figure 1, masters' programs in the Netherlands typically last one year (60 ECTS 1 points) in the social sciences and humanities, two years (120 ECTS points) in the life and natural sciences, and three years (180 ECTS points) in medical studies. A specific category of masters' programs-research masters' programs-was launched in 2003. These programs prepare students for a research career within and outside academia (Accreditation Organization of the Netherlands and Flanders [NVAO], 2016). Three main features that distinguish research masters' from taught (or academic) masters' are: (1) their positioning toward research-intensive education (e.g., research internships typically constitute components of such masters' programs), ( 2) duration (two years and 120 ECTS credits instead of one year and 60 ECTS credits), and (3) selectiveness (Snijder, 2016). In this thesis, the empirical studies are conducted on students in research masters' programs. Accreditation Organization of the Netherlands and Flanders. (2016). Specification of additional criteria for research master's programmes. https://www.nvao.net/files/attachments/.1255/Nadere_uitwerking_ aanvullende_criteria_onderzoeksmasters_30_mei_2016_EN_def_nieuwe_huisstijl.pdf Association of Universities in the Netherlands. (2021). Instroom nieuwe masterstudenten [Influx new masters' students]. https://vsnu.nl/instroom-master.html Association of Universities in the Netherlands. (2018, May 14 th ). Internationalization agenda for higher education.

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“…In Patterson's recent book (8), Kerrin et al (29) defined role analysis (used interchangeably with job analysis) as: "a systematic process for collecting and analyzing job-relevant information; outputs of which provide a framework of the important KSAOs [knowledge, skills, abilities, and other characteristics] required for both selection into training and subsequent performance in clinical practice, and can be used to identify, and prioritize, role-specific selection criteria" (Kerrin, 2018;page 141;25). Preparing a selection procedure by conducting a job analysis beforehand results in an accurate blueprint with effective criteria, which will be the main determinant of the procedure's validity.…”

Section: Selection Contentmentioning

confidence: 99%

Selection for Medical School

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People interested in the research are advised to contact the author for the final version of the publication, or visit the DOI to the publisher's website.• The final author version and the galley proof are versions of the publication after peer review.• The final published version features the final layout of the paper including the volume, issue and page numbers. Link to publication General rightsCopyright and moral rights for the publications made accessible in the public portal are retained by the authors and/or other copyright owners and it is a condition of accessing publications that users recognise and abide by the legal requirements associated with these rights.• Users may download and print one copy of any publication from the public portal for the purpose of private study or research. • You may not further distribute the material or use it for any profit-making activity or commercial gain • You may freely distribute the URL identifying the publication in the public portal.If the publication is distributed under the terms of Article 25fa of the Dutch Copyright Act, indicated by the "Taverne" license above, please follow below link for the End User Agreement:

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Role Analysis: The Foundation for Selection Systems

Cited by 4 publications

References 34 publications

An Extended UTAUT Model for Analyzing Users’ Acceptance Factors for Artificial Intelligence Adoption in Human Resource Recruitment: A Case Study of Thailand

An Extended UTAUT Model for Analyzing Users’ Acceptance Factors for Artificial Intelligence Adoption in Human Resource Recruitment: A Case Study of Thailand

Admissions to Graduate Studies: Selection Methods for Life and Natural Sciences Masters’ Programs at a European Research University

Selection for Medical School

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