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Zibarras, L. D.; Woods, S. A. (2010)
Publisher: Wiley-Blackwell
Languages: English
Types: Article
Subjects: HD28, BF
This paper presents results of a study examining the methods used to select employees in 579 UK organizations representing a range of different organization sizes and industry sectors. Overall, a smaller proportion of organizations in this sample reported using formalized methods (e.g., assessment centres) than informal methods (e.g., unstructured interviews). The curriculum vitae (CVs) was the most commonly used selection method, followed by the traditional triad of application form, interviews, and references. Findings also indicated that the use of different selection methods was similar in both large organizations and small-to-medium-sized enterprises. Differences were found across industry sector with public and voluntary sectors being more likely to use formalized techniques (e.g., application forms rather than CVs and structured rather than unstructured interviews). The results are discussed in relation to their implications, both in terms of practice and future research.
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    • Anderson, N. R. (1992). Eight Decades of Employment Interview Research: A Retrospective Meta-Review and Prospective Commentary. European Work and Organizational Psychologist, 2(1), 1-32.
    • Anderson, N., Herriot, P. & Hodgkinson, G.P. (2001). The Practitioner-Researcher Divide in Industrial, Work and Organizational (IWO) psychology: Where Are We Now, and Where Do We Go From Here? Journal of Occupational and Organizational Psychology, 74, 391-412.
    • Barber, A. E., Wesson, M. J., Roberson, Q. M., & Taylor, M. S. (1999). A Tale of Two Job w
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