1st Edition

Recent Developments in Recruitment and Selection European Perspectives and Advances

    184 Pages
    by Routledge

    This book brings together top recruitment and selection scholars to discuss recent challenges in employee recruitment and selection underpinned by research evidence from different European countries.


    Broadly speaking, recruitment and selection are concerned with attracting qualified candidates to apply for available jobs and selecting the best ones from the pool of available candidates. As such, they are critical to any business. Numerous toolkits and best practice guides exist to help recruiters navigate different stages of recruitment and selection. However, traditional recruitment and selection practices should be adjusted to respond to diverse challenges in the current and future world of work related with increased volatility, uncertainty, complexity, and ambiguity. Specific examples of these challenges are related with the accelerated use of technology and artificial intelligence, as well as more flexible work practices, such as hybrid and platform-based work. The chapters in this volume cover the use of technology and gamification, applicant discrimination and stigmatization, and applicant reactions to technology-mediated selection methods, among others. This book is the ideal text for students, scholars and researchers of HRM, Business and Management and Organizational Psychology. It will also interest practitioners and professionals in the field.


    The chapters in this book were originally published as a special issue of European Journal of Work and Organizational Psychology.

    1. Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities

    Kristina Potočnik, Neil R. Anderson, Marise Born, Martin Kleinmann and Ioannis Nikolaou


    2. Measuring the motive for power using conditional reasoning: some preliminary findings

    Zvonimir Galić, Mitja Ružojčić, Andreja Bubić, Nataša Trojak, Lucija Zeljko and James M. LeBreton


    3. Differentiated measurement of conscientiousness and emotional stability in an occupational context – greater effort or greater benefit?

    Thomas Moldzio, Henrike Peiffer, Pia Sophie Wedemeyer and Alina Gentil


    4. Unravelling leadership potential: conceptual and measurement issues

    Sophie I. M. Bouland-van Dam, Janneke K. Oostrom, François S. De Kock, Anton F. Schlechter and Paul G. W. Jansen


    5. Reducing ethnic discrimination in resume-screening: a test of two training interventions

    Eva Derous, Hannah-Hanh D. Nguyen and Ann Marie Ryan


    6. Gamified or traditional situational judgement test? A moderated mediation model of recommendation intentions via organizational attractiveness

    Panagiotis Gkorezis, Konstantina Georgiou, Ioannis Nikolaou and Anna Kyriazati


    7. Using video- and text-based situational judgement tests for teacher selection: a quasi-experiment exploring the relations between test format, subgroup differences, and applicant reactions

    Lisa Bardach, Jade V. Rushby, Lisa E. Kim and Robert M. Klassen


    8. Applicants’ pre-test reactions towards video interviews: the role of expected chances to demonstrate potential and to use nonverbal cues

    Karin Proost, Filip Germeys and Arne Vanderstukken


    9. Managing organizational attractiveness after a negative employer review: company response strategies and review consensus

    Marieke Carpentier and Greet Van Hoye


    10. The interacting content and process of the employer brand: person-organization fit and employer brand clarity

    Sanne Theodora Sophia Ghielen, Rein De Cooman and Luc Sels


    11. Initial impression formation during the job interview: anchors that drive biased decision-making against stigmatized applicants

    Alexander Buijsrogge, Wouter Duyck and Eva Derous


    12. Laughter in the selection interview: impression management or honest signal?

    Julie Brosy, Adrian Bangerter and Joaquim Sieber


    Kristina Potočnik is Professor of Organisational Behaviour at the University of Edinburgh Business School. Her current research in recruitment and selection deals with issues related with hard-to-recruit professions. 


    Neil Anderson is Visiting Professor of Organizational Psychology at the University of Maastricht and the University of Valencia. Having held professorships in the U.K (University of London). and the Netherlands (University of Amsterdam), he also served in various university management roles including Director of Research and Head of Department.


    Marise Ph. Born is Professor of Personnel Psychology at the Erasmus University Rotterdam and Extraordinary Professor of Work and Personnel Psychology at the Vrije Universiteit Amsterdam. She also has an Extraordinary Professorship at Optentia and the Faculty of Economic and Management Sciences of the North-West University South Africa.


    Martin Kleinmann is Professor of Work and Organizational Psychology at the University of Zurich, Switzerland. His current research in recruitment and selection deals with comparisons of selection methods.


    Ioannis Nikolaou is Professor of Organisational Behaviour and Human Resources Management at Athens University of Economics and Business, Greece. His research interests focus mainly on employee recruitment, selection and assessment and more recently on the use of technology, such as social media and serious games/gamification in hiring and staffing practises.