![]() However, as mentioned by van Iddekinge et al. This changing landscape of the field, due to technology, has attracted increased research interest, not only in the field of work/organizational psychology and human resources management but also in the fields of computer / data science and engineering (e.g., Montuschi et al., Reference Montuschi, Gatteschi, Lamberti, Sanna and Demartini2014 Obaid et al., Reference Obaid, Farooq and Abid2020) New and various forms of technological developments - and not only the use of the internet or the widely used Social Networking Websites - have appeared, making a strong impact on the way recruiters work and job seekers look for a job. More recently though, employee recruitment and selection has been heavily affected by the emergence of technology, influencing all different aspects of the recruitment and selection cycle (Woods et al., Reference Woods, Ahmed, Nikolaou, Costa and Anderson2020). Dealing traditionally with the successful attraction, assessment, selection and onboarding of employees in an organization, it has always been a critical and expensive operation in every organization. Finally, we briefly discuss the main technological developments in on-boarding and socialization, and we conclude with a few suggestions for future research in this field.Įmployee recruitment, selection, and assessment has been for many years and still remains one of the most prominent and important areas of research and practice in both work/organizational psychology (Ryan & Ployhart, Reference Ryan and Ployhart2014) and human resource management (Markoulli et al., Reference Markoulli, Lee, Byington and Felps2017). In the third stage of employee selection, we focus especially on two new selection methods the asynchronous/digital interview and gamification/games-based assessment, along with the critical role and impact applicant reactions have on the selection process. In the next stage of screening, we discuss how cybervetting and applicant tracking systems offer opportunities but also threats for recruiters and candidates. In the attraction stage we discuss how on-line/internet recruitment and especially social networking websites have changed dramatically the focus of attracting candidates effectively. ![]() We discuss examples of technological developments across the four stages of the recruitment and selection process. We would like to thank Cliff Chiung Yu Lin for his contributions in making this feature possible.We explore a number of new developments in the field of employee recruitment and selection with a focus on recent technological developments. E.g., here is a link to one of our recent articles: #SCHOLARLY ARTICLE REFERENCE TRACKER FULL#To construct a Scholar lookup URL for an article title or a full reference, URL-escape the text and append it to. The astute reader has no doubt already figured out that this feature can be embedded on other web sites and can be used by libraries, publishers, teachers and others to help their own readers and students track down scholarly articles. You can cut-and-paste references, type what you remember of the paper, or better still use the Scholar Button (available for Chrome, Firefox and Safari). If all you remember is some of the authors and words from the title, that works in many cases too: D, 73, 123515Įmerald: A general‐purpose programming languageĬompelling transgenetic evidence for transmission of bovine spongiform encephalopathy prions to humans Wong PC, Pardo CA, Borchelt DR, Lee MK, Copeland NG, Jenkins NA, Sisodia SS, Cleveland DW, Price DL (1995) An adverse property of a familial ALS-linked SOD1 mutation causes motor neuron disease characterized by vacuolar degeneration of mitochondria. King CY, Diaz-Avalos R (2004) Protein-only transmission of three yeast prion strains. ![]() For such queries, it tries hard to find the intended paper and a version that that particular user is able to read. To help researchers quickly lookup references, Scholar now automatically identifies queries that are likely to be looking for a specific paper. With many a slip twixt the cup and the lip. ![]() Tracking down each reference and then a copy of it that I was able to read often took several steps. As a graduate student and then a faculty member, I spent many a day trying to find references I had seen in articles. ![]()
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