Personnel Selection

Wage effects of recruitment methods: The case of the italian social service sector

by Francesco Pastore

Co-authored with Michele Mosca
In S. Destefanis and M. Musella, Paid and Unpaid Labour in Social Utility Services, Physica Verlag, Heidelberg (also available as IZA dp, n. 3422).

This paper uses a unique data set containing detailed micro-information on organisations, managers, workers and... more This paper uses a unique data set containing detailed micro-information on organisations, managers, workers and volunteers belonging to public, private forprofit and private nonprofit institutions delivering social services in Italy. The analysis aims to estimate the determinants of wages across organisations at a sector level focusing on the role of hiring and job search methods, including informal networks. We find that, independent of the organisation type, being hired through public competitions brings with it a substantial wage premium (ranging from 7 to 32%). Informal networks bring with them a wage penalty (-6.5%) in the state sector, where formal hiring methods are common, and a wage premium (6.3%) in social cooperatives and religious institutions, where formal hiring methods are not common. Interestingly, the differences in hiring and in job search methods between state and private organisations explain from 50% to 100% of the conditional wage differentials across organisation types. Our interpretation of these findings is that nonprofit organisations prefer informal recruitment methods not for nepotistic reasons, but to better select the most motivated workers, those who share the nonprofit mission. This paper adds to the previous literature by suggesting that in addition to lower than average monetary compensations, informal recruitment methods are part of the process of self-selection of motivated workers in nonprofit organisations.

Personality-Based Profile Matching in Personnel Selection: Estimates of Method Prevalence and Criterion-Related Validity

by john kulas

In press - Applied Psychology: An International Review

Profile matching refers to selection based on applicant similarity to a pre-specified pattern of standing across... more Profile matching refers to selection based on applicant similarity to a pre-specified pattern of standing across several mutually-considered personality dimensions. Although many investigations support the use of personality data through univariate, linear-based selection methodologies, there is no evidence within the literature that supports (or refutes) the use of profile matching. Regardless, a phone survey of vendor organizations revealed that 62% of consultative vendor organizations implement some form of profile matching. The current study addresses this scientist - practitioner void by investigating the broad, cross-organizational viability of three different profile-matching strategies (profile band specification, profile similarity estimation, and configural scoring). Although some specifications of profile matching came close (empirically) to challenging linear regression cross-validation estimates, the profile matching strategy is considered to be burdened with additional conceptual concerns (primarily resulting from a lack of formal model specification) as well as practical limitations (for example, the likely creation of an artificial predictor ceiling). Linear regression is presented here as the more effective use of multi-trait information, however, if practitioners continue to utilize profile matching, it is suggested that they consider either adopting a configural scoring approach or referencing an index of profile similarity rather than retaining and applying desired profile bands.

Personalauswahlgespräche Im Führungskräftebereich Des Deutschen Mittelstandes: Bestandsaufnahme Und Einsparungspotenzial

by Ute Stephan

Stephan, U. & Westhoff, K. (2002). Personalauswahlgespräche im Führungskräftebereich des deutschen Mittelstandes: Bestandsaufnahme und Einsparungspotenzial. [Personnel selection interviews for managers in German medium-sized companies: A survey of current practices and a cost-benefit analysis]. Wirtschaftspsychologie, 4(3), 3-17.

Ratings of Training and Experience:: Evaluating Accomplishments Not Credentials

by Hannah Rothstein

Moral Competency Inventory Validation: Content, Construct, Convergent and Discriminant Approaches

by Daniel Martin

Martin, D.E., Austin, B. (2010) Validation of the Moral Competency Inventory Measurement Instrument: Content, Construct, Convergent and Discriminant Approaches Management Research Review. Vol. 33, 6

Purpose: Our research fulfills three purposes: 1) introduce practitioners to the appropriate use of measures of... more Purpose: Our research fulfills three purposes: 1) introduce practitioners to the appropriate use of measures of unethical behavior; 2) evaluate the use of integrity related assessments for use in personnel selection; and 3) determine the validity of the MCI instrument using standard validation procedures.

Methodology: Content, construct, convergent and discriminant approaches are applied to establish the relative validity of the assessment tool.

Findings: The results of the MCI purport to align with one’s moral values and behaviors. We establish face validity of the MCI measure, but fail to establish: 1) an appropriate simple factor structure, 2) convergent validity, 3) discriminant validity, and 4) support for the lack of impact of demographic factors on the purported measure of Moral intelligence.

Research limitations: An acceptable but constrained (working students) sample was used in the validation.

Practical implications: Researchers and practitioners should be familiar with psychometric principles to ensure the use of valid tools in a predictive and defensible manner. New measures can be developed, but should be validated before used for developmental or personnel decision making purposes.

Originality/value: 1) The lack of validity associated with the MCI instrument is established; 2) Researchers and practitioners are exposed to considerations in the appropriate use of measures of unethical behavior, and 3) exposed to several previously validated integrity related assessments for use in personnel decision making.

Uniform Guidelines, Spirituality, and Predictors of Ethical Workplace Behaviors

by Daniel Martin

Martin, D.E., Margolin, J. (2012) Uniform Guidelines, Spirituality, and Predictors of Ethical Workplace Behaviors Journal of Law, Business & Ethics

Spirituality provides descriptions that represent relevant psychological phenomena which can be discretely measured.... more Spirituality provides descriptions that represent relevant psychological phenomena which can be discretely measured. Because of the requirements of the 1978 Federal Uniform Guidelines, the relationship between spirituality and job-related traits and characteristics need to be well understood in the event they are used for decisions affecting personnel . The merit of any metric associated with performance must be established through a validity study (Uniform Guidelines, Sec. 60-3.2 Scope. B, 2000). Accordingly, we consider the construct validity of the aforementioned measures in the context of the uniform guidelines. As hypothesized, religiosity and spirituality instruments are independent of measures commonly used for personnel selection purposes or measures of workplace deviance. We also establish the impact of gender on the measures and provide implications for recruitment and selection.

Personnel Selection Using ELECTRE

by Alireza Afshari

Journal of Applied Sciences

Simple Additive Weighting approach to Personnel Selection problem

by Alireza Afshari

International Journal of Innovation, Management and Technology

Selection of qualified personnel is a key success factor for an organization. The complexity and importance of the... more Selection of qualified personnel is a key success factor for an organization. The complexity and importance of the problem call for analytical methods rather than intuitive decisions. In literature, there are various methods regarding personnel selection. This paper considers a real application of personnel selection with using the opinion of expert by one of the decision making model, it is called SAW method. This paper has applied seven criteria that they are qualitative and positive for selecting the best one amongst five personnel and also ranking them. Finally the introduced method is used in a case study.

A review of applications of multi criteria decision making for personnel selection problem

by Alireza Afshari

African Journal of Business Management

Personnel selection determines the input quality of personnel, therefore, plays a decisive role in human resource... more Personnel selection determines the input quality of personnel, therefore, plays a decisive role in human resource management. Personnel selection problem has been studied extensively. Selecting the best personnel among many alternatives is a multi criteria decision making (MCDM) problem. MCDM and group decision making (GDM) methods have become increasingly popular in decision making for personnel selection. Various decision making approaches have been proposed to solve the problem. This paper presents a comprehensive literature review of the applying MCDM techniques in personnel selection problem.

An Application of Delphi method for eliciting criteria in Personnel Selection problem

by Alireza Afshari

African Journal of Business Management

Personnel Selection, concerned with identifying an individual from a pool of candidates suitable for a vacant... more Personnel Selection, concerned with identifying an individual from a pool of candidates suitable for a vacant position. As in many decision problems, personnel selection problem is very complex in real life. Although many studies have investigated this problem, no systematic and valid method for specifying the jobs requirements criteria has been presented. The main objective of this paper is to develop a model for personnel selection problem in order to identify criteria for personnel selection by using modified Delphi method and eliciting criteria hierarchy for personnel selection. In this model, after reviewing pertinent literature, the Delphi technique was used to seek best thinking from managers and experts for criteria selection. The models were validated using a case study of personnel selection criteria in a project based company for a project manager position. The results show that the proposed model perform very well in selecting criteria and can improve efficiency in decision making process.

Linguistic extension of fuzzy integral for personnel selection problem

by Alireza Afshari

Qualified Personnel Selection is one of the organization success factors. Analytical methods because of the important... more Qualified Personnel Selection is one of the organization success factors. Analytical methods because of the important and complexity of the problem are required. There are different methods in literature for personnel selection. However, in these methods, the dependency of criteria’s are ignored. In this paper, a new model is suggested for personnel selection by using fuzzy linguistic variables with multi criteria decision making (MCDM). And because in general dependency may exist among criteria, a linguistic extension of fuzzy measure and fuzzy integral are used in the model.

A review on fuzzy linguistic approach in Artificial Intelligent Applications

by Alireza Afshari

Alireza Afshari, Md. Yusof Ismail, Rosnah Mohd Yusuff and Tang Sai Hong
International Advanced of Technology Congress (ATCi),PWTC, Malaysia. November 3-5, 2009

The purpose of this paper is to review the literature on fuzzy linguistic approach and suggest possible gaps from the... more The purpose of this paper is to review the literature on fuzzy linguistic approach and suggest possible gaps from the view point of researchers and practitioners. The most significant point of interaction between Artificial Intelligence (AI) and fuzzy set theory is the ability of fuzzy linguistic reasoning to provide extensions of the many interesting knowledge representation structures introduced in AI to allow the flexibility and subtlety characteristic of true human reasoning. This research focuses on application of this approach in AI and analyzes its gaps within a range of diagnosed categories. The review reveals that a new shift in linguistic approach has occurred in the scope of AI.
Number of papers reviewed in this field and suggests a classification into various areas and sub areas. Subsequently, various emerging trends in the field of artificial intelligent are identified to help researchers specify gaps in the literature and direct research efforts suitably. The paper contains a comprehensive listing of publications on the field in question and their classification according to various attributes. The paper will be useful to researchers, fuzzy professionals and others concerned with artificial intelligent to understand the importance of linguistic variables in AI.