A Review of North American Selection Procedures: Canada and the United States of America

This article reviews North American selection procedures used to make employment decisions (hiring, promotion, training, layoff and demotion) within public and private organizations in Canada and the United States of America. We present the conclusions of several surveys of selection practices including those conducted by the International Personnel Management Association and the American Management Association. We summarize the literature on assessment centers, biodata, computerized assessment, education and experience criteria, individual assessment, education and experience criteria, individual assessment, integrity testing, interviews, job knowledge tests, physical and psychomotor tests and written tests. We also describe selection procedures being used for a variety of occupations from Air Traffic Controller to Telephone Operator. We conclude by describing future trends in personnel assessment in North America and predict greater collaborative research efforts between our two countries.     

犹太教在当代北美的表现

犹太教的本质体现为对上帝的信仰和对其律法的遵从。由于对上帝的信仰只是被视为是犹太教的前提,犹太教一向不注重对上帝本质的论述,因此,对其律法的遵从便成为犹太教事实上的主体。在日常生活中是否践行律法是犹太教有别于其他一神信仰的主要标准,也是判断一个犹太人是否守教的主要标准。当今北美犹太人在践行犹太律法中表现出的"多样性"突出体现了犹太教这一"自由"解读律法以及在自身内容上添加新思维的传统。了解犹太教在当代北美的新表现有助于认识犹太教在当代的发展趋势。     

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.     

Preconception Gender Selection

Safe and effective methtods of preconception gender selection through flow cytometric separation of X- and Y-bearing sperm could greatly increase the use of gender selection by couples contemplating reproduction. Such a development raises ethical, legal, and social issues about the impact of such practices on offspring, on sex ratio imbalances, and on sexism and the status of women. This paper analyzes the competing interests in preconception gender selection, and concludes that its use to increase gender variety in a family, and possibly for selecting the gender of firstborn, might in many instances be ethically acceptable.     

Gender-Based Preferential Selection: Perceptions of Injustice and Empathy of Deprivation

Study 1 examined fairness perceptions about gender-based selection. Using a 2 × 3 × 4 (sample × justification × merit discrepancy) between-subjects design, and a scenario approach involving a hypothetical selection case, results showed that (1) males and females perceived gender-based selection as unfair and that the level of perceived unfairness was directly related to the size of discrepancy in merits between the female appointee and the rejected male candidate, (2) the provision of either an ethical or a legislative justification exacerbated perceptions of injustice. To reframe the findings in the context of relative deprivation theory, study 2 repeated study 1 with a professional sample as well as both measures of fairness perceptions and feelings of deprivation. Results on fairness perceptions replicated those of study 1. Findings concerning deprivation included: (1) gender-based selection induced a similar level of feeling (or empathy) of deprivation among male and female professionals; (2) the level of felt deprivation was not related to the size of merit discrepancy; (3) the provision of either form of justification further intensified feelings (or empathy) of deprivation. The implications were discussed within the framework of relative deprivation theory.     

Selection Utility Models and Break-Even Analysis

Selection utility models have been developed over a number of decades and in recent years a standard terminology has been developed for evaluating the financial outcome of selection procedures. The aim of the present study is to analyse some of the features of the basic models and to show that they can be formulated in ways which will identify economic break-even points and clarify decision-making for HR professionals. It is shown that the standard deviation of monetary job performance and length of expected employment are much more sensitive variables than selection ratios and validity coefficients and that this is especially the case when length of employment is a function of test validity.     

The Pentecostal movement in North America and beyond

Pentecostalism began in North America and spread across the globe. It grew out of the ferment of American religious life and manifested elements of Wesleyan Methodism and Holiness theology. The Azusa Street revival after 1906 facilitated its world‐wide dissemination. After the 1960s the charismatic movement or ‘second wave’ provided further momentum to the movement, and this was supplemented by indigenous Pentecostalism in the developing world.     

The millennial generation of Sikhs in North America

ABSTRACT

Millennial Sikhs are second- or in some cases third-generation children born in North America in the last two decades of twentieth century. They have been actively involved in the process of ‘renewal and re-definition’ of the Sikh tradition. Cross-cultural encounters heighten their sense of identity. They constantly draw from their Sikh inheritance the universal values of social justice and equality to reach out to their non-Sikh neighbors and to fight against discrimination and injustice. Their principal strategy has been to downplay the Punjabi cultural traditions of their parents and to highlight the universal aspects of their faith in their dealings. Although they have consciously stayed away from the ‘factional politics’ of gurdwaras, they have made incredible strides in Sikh activism and political arena.     

Why All Banding Procedures in Personnel Selection Are Logically Flawed

In this article, I first demonstrate that statistical significance testing of differ- ences between predictor scores (whether based on the standard error of mea- surement or any other statistic) is irrelevant to, and inconsistent with, the traditional, optimizing selection model. Second, I demonstrate that all band- ing procedures used in (or advocated for) personnel selection, including the sliding-band procedures advocated by Cascio, Outtz, Zedeck, and Goldstein (1991-this issue), are fatally flawed logically. I show that, when the number of applicants is large, all banding procedures logically lead to the absurd con- clusion that the only justifiable form of selection is random selection. Third, I present evidence that the empirical data set used by Cascio et al. to evaluate different selection strategies is anomalous and leads to results very different from those to be expected in typical and representative data. Specifically, the effect is to produce misleadingly small differences between the strategies in mean test scores of selectees and, therefore, in selection utility. In particular, selection utility losses from all forms of banding, in comparison to top-down selection, are understated. Finally, I show that, apart from the lethal logical flaw in banding procedures, Cascio et al. misinterpreted the meaning and na- ture of statistical significance testing.     

Why All Banding Procedures in Personnel Selection Are Logically Flawed

In this article, I first demonstrate that statistical significance testing of differ- ences between predictor scores (whether based on the standard error of mea- surement or any other statistic) is irrelevant to, and inconsistent with, the traditional, optimizing selection model. Second, I demonstrate that all band- ing procedures used in (or advocated for) personnel selection, including the sliding-band procedures advocated by Cascio, Outtz, Zedeck, and Goldstein (1991-this issue), are fatally flawed logically. I show that, when the number of applicants is large, all banding procedures logically lead to the absurd con- clusion that the only justifiable form of selection is random selection. Third, I present evidence that the empirical data set used by Cascio et al. to evaluate differmt selection strategies is anomalous and leads to results very different from those to be expected in typical and representative data. Specifically, the effect is to produce misleadingly small differences between the strategies in mean test scores of selectees and, therefore, in selection utility. In particular, selection utility losses from all forms of banding, in comparison to topdown selection, are understated. Finally, I show that, apart from the lethal logical flaw in banding procedures, Cascio et al. misinterpreted the meaning and na- ture of statistical significance testing.     

Equity in Staff Selection: Managerial Attitudes and Practices

A survey of 486 managers was designed to examine how well employment equity is being implemented in Australian public and private sector organizations. Respondents were asked to report on the procedures they themselves used in their most recent staff selection. The findings on the incidence of the various selection techniques generally confirmed those of previous studies, specifically that the interview is the single most common technique. Although the large majority of managers professed pro-equity attitudes, most also displayed a belief in gender stereotypes and almost half misunderstood the requirements of affirmative action in Australia. Most selection decisions appear to have been based on merit-related factors, but a surprisingly high proportion of managers admitted to potentially discriminatory practices. Factors such as age, good looks and the absence of physical disability were rated as having been important in more than a third of selection decisions. Also, factors such as gender, marital status, race and colour influenced some managers in job selection. However, such discriminatory factors appear to have been less important in the public sector and in larger organizations which would have had more exposure to equity and affirmative action programs.     

Human rights without human supremacism*

Early defenders of the Universal Declaration of Human Rights invoked species hierarchy: human beings are owed rights because of our discontinuity with and superiority to animals. Subsequent defenders avoided species supremacism, appealing instead to conditions of embodied subjectivity and corporeal vulnerability we share with animals. In the past decade, however, supremacism has returned in work of the new ‘dignitarians’ who argue that human rights are grounded in dignity, and that human dignity requires according humans a higher status than animals. Against the dignitarians, I argue that defending human rights on the backs of animals is philosophically suspect and politically self-defeating.     

Selection Methods used by Executive Search Consultancies in Four European Countries: A Survey and Critique

This article identifies two deficiencies in the existing literature on selection methods used for the recruitment of managers: 1. The central focus has been the relationship between the employing organization and the applicant/candidate. It has been assumed that all managerial employees are recruited directly by the employing organization. As a consequence, only the selection methods used by the employer have been examined. 2. Few researchers have considered managerial selection from a cross-national perspective, particularly in relation to the use of external recruitment consultancies. These two issues are the central concern of this article. The use of external executive recruitment consultancies is examined in four European countries: France, Germany, Italy and the UK. Results are presented from two studies on the use of selection methods by such consultancies. A significant difference between France and the UK, and these two countries and the other two, in their use of references and graphology is reported. The evidence shows that, in general, German, Italian and UK search consultancies use low validity techniques, primarily unstructured interviews and references, while France makes use of these two methods in addition to graphology. It is suggested they use low validity selection methods because validity is not the primary ‘evaluative standard’by which the usefulness of selection methods are assessed. Five alternative ‘evaluative standards’are suggested: client expectations, role of consultants, consultant qualifications, impact on candidates and importance of characteristics being assessed. The utilization of different selection methods by search consultancies located in the four countries is negligible. This may be due to three factors: organizational (the form of international search network adopted), individual (the multi-cultural background experiences of consultants) and external (the nature of clients served).     

Beyond the 'Awkward Embrace': DisabilityRights, Dialogue and 'Law, Loveand Language' Revisited

Despite the perceived 'human rights revolution' within Church teaching since Vatican II, a measure of dissonance survives between secular rights theory and practice on the one hand and, on the other, ethical thinking informed by the natural law tradition. This article examines some recent developments in that secular theory and practice for signs of possible rapprochement. In particular, it considers the way in which the emergence of 'disability' as a rights issue, for example in the recently ratified United Nations Convention on the Rights of Persons with Disabilities, has contributed to the transformation of equality and human rights law and so has helped shape a broader transformation of rights theory and practice. Central to that transformation has been the ambition of establishing human rights as the basis of a progressive political programme, as witnessed for example by the work of Sandra Fredman and by the Hamlyn Lectures of Conor Gearty, whose Catholic provenance makes his approach especially salient. The article concludes by considering Herbert McCabe's interpretation of Aquinas' ethics, especially in his Law, Love and Language , and proposes some potentially fruitful points of contact between McCabe's approach and the identified developments in secular rights theory.