Selective Decisions: Challenging Orthodox Analyses of the Hiring Process

Abstract

Employee recruitment and selection decisions are increasingly framed in terms of explanatory variables and interactions that span multiple levels of analysis. This paper reviews the gradual transition in thinking from predominantly micro-level explanations, to frameworks more accepting of the importance of both micro-and macro-level explanations. The latter accommodate the influences of and interactions between, for example, the individual characteristics of candidates; the cognitive processes of key actors or decision-makers; organisational characteristics; collective processes; and wider environmental contextual factors which constrain and shape an organisation's or manager's decision alternatives. The result is more complex cross-level theorising about the hiring process. The paper also goes beyond cross-level interactions between multiple variables in considering selection as a social relational phenomenon. Mesolevel theories present epistemological alternatives to the dominant micro-level research tradition in selection and potentially more parsimonious and powerful micro±macro bridging concepts than cross-level interactionist perspectives. It is argued that crossdisciplinary perspectives, although still problematic, are valuable additions to the individualistic paradigm which is conventionally used to understand employee recruitment and selection.

Explaining greater test use for selection: the role of HR professionals in a world of expanding regulation

“…However, while such analyses of specific selection methods may be extremely helpful to managers or HR professionals, they do not, in themselves, explain fully how selection decisions are made, or why practices and procedures change over time. We would agree with, for example, Johns (1993), Ramsay and Scholarios (1999) and Muchinsky (2004) that, taken as a whole, the selection literature underestimates the importance of both the locus of organisational decision‐making and the political and regulatory environment within which organisations operate. This article examines the importance of such factors through a study of companies' increasing use of formal selection tests.…”

“…Although the literature on testing and selection is dominated by issues of test validity, a number of authors have argued that this can be restrictive and misleading (see, e.g. , Johns, 1993; Ramsay and Scholarios, 1999; Carlson and Connerley, 2003; Muchinsky, 2004). The results reported here support this position.…”

“…In advocating use of tests, practitioners are therefore increasingly likely to push on an open door. Further adoption of tests will be perfectly rational (Ramsay and Scholarios, 1999: 68). It will not, however, necessarily be effective in improving selection.…”

İşe Alma İşlevinde İşletme Odaklılıktan Aday Odaklılığa Geçiş

“…Personel seçmede psikometrik yaklaşım birçok işte yüksek veya düşük performansın nispeten durağan ve gözlemlenebilir davranışların incelenmesiyle değerlendirilebileceğini, insanların kapasite olarak birbirinden farklı olmalarının çalışma performanslarının farklılaşmasına da yol açabileceğini ve buna bağlı olarak da etkili işe alma kararlarının, işlerin yerine getirilmesi ile ilgili bireysel gereklilikler hakkında işletmelerin edinebildikleri bilgi miktarına bağlı olduğunu varsaymaktadır (Ramsay ve Scholarios, 1999).…”

“…Her iki bakış açısını bir araya getirmeye çalışan bir diğer yaklaşım da etkileşimci bakış açısıdır. Etkileşimci bakış açısı davranışların karşılıklı olarak birey ve örgüt özellikleri (Taylor ve Giannantonio, 1993), diğer çevresel faktörler ve farklı disiplinlerin katkıları ile oluştuğunu öne sürmektedir (Ramsay ve Scholarios, 1999).…”