Preselection Methods Prior to the Internal Assessment Center for Personnel Selection in German Companies

Companies frequently use preselection methods in order to identify eligible candidates before conducting assessment centers (ACs). The present study was the first to investigate current practices of preselection in German companies that use ACs for internal selection. Results of a survey among 109 German companies show that companies typically apply general qualification criteria (e.g., work experience), appraisals, or unstructured interviews for preselection, but rely less on trait‐oriented methods (e.g., intelligence tests) and structured interviews. In their subjective evaluations, however, companies rate structured interviews and trait‐oriented methods as particularly valid methods. The results also show that the number of preselection methods used is positively correlated with company size, diagnostic skills of the responsible persons in the preselection, and DIN (Deutsches Institut für Normierung [German Institute for Standardization]) 33430 certification status. The implications of these findings for practice and research are discussed.     

Exploring Perspectives on the Hiring of School Counsellors: from Directive to Direction

Currently, there is no national framework or standardized procedure for the selection and recruitment of counsellors for schools in India. Hiring as a practice aids the selection of a professional counsellor in alignment with the needs of the school. In order to bring this area into research focus, the present study employs a qualitative design to explore perspectives of five school principals and five school counsellors on the hiring of prospective school counsellors. In-depth interviews were conducted with the participants, and data collected were subjected to thematic analysis. Findings describe reasons underlying the hiring of school counsellors, the criteria that are used to guide selection, the process of hiring itself and issues currently encountered during selection. They indicate a need for structured formal guidelines for selection and recruitment of school counsellors at the school and policy level. On the basis of findings, a checklist is presented to serve as an initial guide in the hiring process in the absence of a defined system of selection and recruitment.     

The Influence of External Recruitment Practices on Job Search Practices Across Domestic Labor Markets: A comparison of the United States and China

Job search theories traditionally assume that job seekers have open access to information about employment opportunities. This may be moderated by the degree that labor markets rely on external recruitment to convey information about employment opportunities. In particular, external recruitment may be more widely used in some countries than other countries. Accordingly, this paper hypothesizes that job search practices that rely on external recruitment and information sharing with potential recruits are more likely to be widely used in the United States than in China and that job search practices are more likely to influence starting wages in the United States than in China. Using samples of graduating undergraduate college students in both the United States and China, this study suggests that job seekers gather more information about employment opportunities in the United States than in China, and that job search effort is more likely to influence starting wages in the United States than in China. The research suggests that job search theories need to consider job seeker access to information as a significant moderating variable in job search theory.     

Asking men about domestic violence and abuse in a family medicine context: Help seeking and views on the general practitioner role

Reflecting the higher prevalence of domestic violence and abuse experienced by women, and the recognised health impacts of such abuse, studies have focused on the responses of health-care practitioners to women in heterosexual relationships. Comparatively few studies have looked at the health impacts or help-seeking of men who may be perpetrators and/or victims of abuse within intimate relationships. In this paper we report on help seeking and the health professional's role based on a survey of 1368 men attending 16 general practices in the southwest of England and 31 interviews with a sample of survey respondents. The survey had a number of questions on experience or perpetration of behaviours which could be considered abusive, on whether respondents had ever been asked about such behaviours by health-care professionals, and on whether they had ever sought formal or informal help for such behaviours. Men were most likely to seek informal support from friends or family. The next most likely source of support was the family doctor. This paper suggests that health-care practitioners in general, and family doctors in particular, have a role in asking male patients about the experience or perpetration of domestic abuse and need training to do so effectively and safely.     

Exploring Applicant Pool Quantity and Quality: The Effects of Early Recruitment Practice Strategies, Corporate Advertising, and Firm Reputation

Drawing on marketing and recruitment theory, we examined relationships among early recruitment practices, organizational factors, and organization-level recruitment outcomes, predicting that low-involvement recruitment practices, high-involvement recruitment practices, corporate advertising, and firm reputation would positively affect the quantity and quality of organizations' applicant pools. We also predicted that corporate advertising and firm reputation would moderate the effects of the 2 recruitment strategies. Data for 99 organizations collected from multiple sources provided some evidence that early recruitment practices, corporate advertising, and firm reputation each had direct effects on applicant pool quantity and quality. More importantly, we found that low-involvement recruitment practices were more effective for firms with relatively low levels of corporate advertising and firm reputation, whereas high-involvement recruitment practices were more effective for firms with relatively high levels of advertising and reputation.     

Les pratiques d’evaluation utilisees dans les structures de conseil en recrutement : quelques determinants

Referring to the work of Bruchon-Schweitzer & Ferrieux (1991) and Balicco (1999), the present study describes the recruitment practices of different types of organizations (N=327, 134 consulting companies and 193 temporary placement firms). We hypothesised that job position and recruiter characteristics (sex, age, level and type of education, status, and recruitment experience) would influence the use of selection techniques. Results revealed that choice of selection techniques is not based on a scientific evaluation of applicants. Job position seems to strongly determine use of personality assessment techniques. Further, recruiter characteristics only seem to determine choice of less valid techniques. In the discussion, a theoretical model of choices made by recruiters and some courses of action are proposed.     

A Survey of Management Selection Practices in Greece

The results of a study of managerial recruitment and selection methods in Greece are presented. Forty-eight organizations responded to the postal survey. Questionnaires addressed the frequency of use of different methods and attitudes towards their use. Greek firms tend to use intuitive and subjective methods, such as interviews, curriculum vitae and personal recommendations. Interviews are considered the most valid predictors of future job performance followed by written examinations and psychological tests, while application forms followed by references and personal recommendations are viewed as the least valid.     

Linking qualitative and quantitative methods in cross-cultural survey research: Techniques from cognitive science

Survey research with diverse cultural and ethnic minority groups is a complex and challenging endeavor that confronts the researcher with problems related to linguistic and conceptual equivalence and measurement as well as problems related to difficulties that respondents have with the sociocultural dimensions of the survey/interview process. One way to improve the quality of cross-cultural surveys and to insure that the findings are culturally relevant and accurate is to combine qualitative and quantitative methods. This paper proposes that certain qualitative techniques from cognitive science, specifically cognitive anthropology and cognitive psychology, are particularly well suited to being combined with survey research. These techniques provide information corresponding to the underlying thought processes of respondents and enable researchers to better understand how different cultural and ethnic groups construe the world. The information obtained can be used improve the formulation of survey questions, design and structure questionnaire formats to coincide with the way particular groups organize concepts, and help researchers understand difficulties respondents may have with the survey/interview process. In addition, the techniques produce data that are easily codifiable and more manageable than traditional qualitative techniques including participant observation and in-depth interviews.     

“We are better and happier if we are inclusive.” Therapist perspectives on the importance of LGB cultural competence in a mental health setting

Lesbian, gay and bisexual people are more likely than their heterosexual counterparts to report dissatisfaction after accessing a counselling or psychological service. Greater dissatisfaction may result from therapists who focus on psychopathology without considering cultural context. Research has demonstrated therapists' cultural competence (attitudes, knowledge and skills) may influence effective service provision to LGB people. Counsellors and psychologists (N = 10) were interviewed to determine the sources of information influencing the cultural competence and LGB cultural competence practices used by therapists in their clinical practice. Three themes were developed from semistructured interviews: (1) the importance of multiple sources of cultural competence; (2) applying cultural competence improves the therapeutic process; and (3) ensuring visual cues of affirmation are affirming, not pathologising. Theme 1 highlighted that initial professional training, cultural competence training and lived experience could be triangulated to assist therapists in improving their cultural competence. Theme 2 highlighted that cultural competence improves the therapeutic process by ensuring therapists can demonstrate affirming attitudes, knowledge about LGB people and culturally affirming skills to work effectively with LGB clients. The final theme explored the need for therapists to create an inclusive space for LGB clients. Recommendations for improving clinical practices and tools to enhance cultural competence are discussed.     

信息完整性与应聘者数量对不同认知闭合需要者招聘决策的影响

结合问卷和信息板技术,探讨了信息完整性和应聘者数量对不同认知闭合需要个体招聘决策过程发挥的潜在影响。结果显示：（1）高认知闭合需要招聘者平均决策时间更短,探索深度更浅,信息了解的更少;（2）信息完整条件下,招聘者平均决策时间更短,探索深度更浅;信息不完整条件下,低认知闭合需要招聘者的平均搜索时间增幅较大;（3）随着应聘者人数的增加,招聘者平均决策时间变长,低认知闭合需要招聘者平均搜索时间增幅较大,且两者探索模式都趋于属性加工。这意味着信息完整性与应聘者数量对不同认知闭合需要招聘者的决策影响不同,应注意培训招聘者的决策能力,提高员工招聘质量。     

Speaking Up:

This article challenges the lack of attention to issues of class in psychotherapy. It calls attention to the sociopolitical nature of therapy and defines some ways in which current therapeutic practices can become oppressive when class differences between client and therapist are ignored. I draw upon my own experience with clinical training and professional practice and invite other white, working class women, through narrative interviews, to share their experiences. Through this collaborative effort, I am able to suggest some ways in which therapy may better meet the needs of working class clients.     

Online information-sharing: A qualitative analysis of community,trust and social influence amongst commuter cyclists in the UK

Research into the use and behavioural effects of travel information has concentrated on top-down information from transport providers, but little is known about the role of informal information, shared through word-of-mouth, in everyday travel behaviour. Social interactions about travel may exert not only an informational influence, whereby beliefs are updated based on the experience of other individuals, but also a more subtle normative influence: conveying information about norms of behaviour within a particular social milieu. This research aimed to explore, using a qualitative approach, the social processes which occurred when a group of 23 commuter cyclists interacted with one another through a specially designed, map-based website over six weeks, sharing their routes and other cycling-related information. Methods comprised observation of website interactions, participant questionnaires and semi-structured interviews; the analysis drew on the theory of normative and informational social influence, and self-categorisation theory. It was found that the process of sharing information could perform not only a functional role in diffusing instrumental travel information, but also a social one whereby perceived in-group membership and high levels of trust reinforced positive views of cycling as a commuter mode. Both roles were found to offer particular encouragement to those who were new to cycling or new to a particular workplace. This suggests that ‘user-generated’ information may hold potential as one of the tools for promoting sustainable travel within a group setting such as the workplace.     

Midwives on the Margins: Stigma Management among Out-of-Hospital Midwives

Out-of-hospital midwives’ occupational practices can be interpreted as “dirty work” because of their responsibility to touch women’s genitals and the perceived danger of providing healthcare separate from a hospital. Thus, midwives experience prejudice in their interactions with healthcare providers and the public alike. Using 30 interviews with out-of-hospital midwives, this research explores sources and forms of prejudice and techniques with which participants managed their stigmatized professional identity. Specifically, midwives used strategies of information control, including controlling disclosure and controlling interactions. While previous research documents such techniques, I add theoretical complexity by expanding our knowledge on concealable stigmatized identities.     

Counseling Adolescents and the Challenges for Genetic Counselors

Genetic counselors may have an important role in helping the adolescent make an informed decision with regard to genetic testing and in helping them to adjust to genetic risk information. However, counseling techniques that are used with adults may not be always be suited to the adolescent population. Adolescence is a time of development during which separation from the family and formation of identity is achieved. The process of this development may impact the genetic counseling relationship. Family relationships may have a strong influence on the client's decision to have genetic testing. Additionally, it may be difficult to engage the client as adolescents may not have the ability to think abstractly and consider the short and long term consequences of genetic testing. It is helpful therefore to discuss the counseling process and techniques that may be useful when counseling these clients. This paper presents two case studies that illustrate some of the difficulties that may occur when counseling adolescents for genetic testing. The authors' have reflected on their clinical experience with these clients and this is presented here to add to the growing literature on this subject.     

A TALE OF TWO JOB MARKETS: ORGANIZATIONAL SIZE AND ITS EFFECTS ON HIRING PRACTICES AND JOB SEARCH BEHAVIOR

Small firms employ half the U.S. private sector workforce, yet recruitment research has traditionally focused on large firms. The present study attempts to advance knowledge on how recruitment practices vary with firm size. Results suggest that the recruitment practices of larger firms are generally more formal and bureaucratic than those of smaller firms. In addition, the study demonstrates that many job seekers have distinct preferences regarding firm size, and that preferred firm size is related to job search behavior. Taken together, these findings suggest that firm size is an overlooked and important aspect of the recruitment/job search context. The processes involved in matching employers and applicants differ so much as a function of firm size that one might argue that large and small firms comprise separate labor markets.     

Interpreters in law enforcement contexts: Practices and experiences according to investigators

Interpreters play an important role in the criminal justice system, yet little is known about the way interpreters are used. This survey of U.S. law enforcement (N = 299) assessed practices and perceptions regarding interpreter use during interviews with nonnative English speakers. Investigators reported using colleagues more often than professional interpreters, using interpreters more often with suspects and in certain crimes (e.g., domestic violence), and that interpreters are usually at least partially informed about case facts prior to translating. Investigators responded to experimental vignettes, and results indicated they were more likely to seek and obtain interpreters when an interviewee has lived in the United States for fewer years; however, the language spoken and the interviewee's role (e.g., witness vs. suspect) did not affect decisions to request an interpreter. Several avenues for future experimental research are identified and discussed, including interpreting over the phone and interpreter susceptibility to biases.     

Management Selection in Australia: A Comparison with British and French Findings

The present study provided data on the cross-national use of management selection methods by collecting information from the Australian context. The data is compared with the British and French findings obtained by Shackleton and Newell (1991). A total of 254 companies (53.4%) responded to the survey. The overall pattern of results indicated that Australian management selection methods were closer to the British than to the French findings. Compared to previous Australian studies, the present data indicated that the main selection tools being used are unchanged. Some evidence was found that selection methods may differ within organizations comprising the private sector and between the private and public sector. The business sector made significantly greater use of cognitive testing and assessment centres compared to manufacturing, retail and government sectors. The government sector reported a significant difference in using two or three interviewers. It is proposed that, although surveys of this type have been useful as general reviews of the area, future research would benefit by collecting: (1) data on the specific measures used, (2) distinguishing between internal and external recruitment, (3) distinguishing between private and public sector recruitment, and (4) ensuring respondents have the same conceptual understanding of the selection methods covered by the survey.