The Experts below are selected from a list of 135 Experts worldwide ranked by ideXlab platform
Rolf Van Der Velden - One of the best experts on this subject based on the ideXlab platform.
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skills and the graduate recruitment process evidence from two discrete choice experiments
Economics of Education Review, 2015Co-Authors: Martin Humburg, Rolf Van Der VeldenAbstract:In this study we elicit employers’ preferences for a variety of CV attributes and types of skills when recruiting university graduates. Using two discrete choice experiments, we simulate the two common steps of the graduate recruitment process: (1) the selection of suitable candidates for job interviews based on CVs, and (2) the Hiring of graduates based on observed skills. We show that in the first step, employers attach most value to CV attributes which signal a high stock of occupation-specific human capital indicating low training costs and short adjustment periods; attributes such as relevant work experience and a good match between the field of study and the job tasks. In line with the preferences in the first step, employers’ actual Hiring Decision is mostly influenced by graduates’ level of professional expertise and interpersonal skills. Other types of skills also play a role in the Hiring Decision but are less important, and can therefore not easily compensate for a lack of occupation-specific human capital and interpersonal skills.
Lifei Chen - One of the best experts on this subject based on the ideXlab platform.
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data mining to improve personnel selection and enhance human capital a case study in high technology industry
Expert Systems With Applications, 2008Co-Authors: Chenfu Chien, Lifei ChenAbstract:The quality of human capital is crucial for high-tech companies to maintain competitive advantages in knowledge economy era. However, high-technology companies suffering from high turnover rates often find it hard to recruit the right talents. In addition to conventional human resource management approaches, there is an urgent need to develop effective personnel selection mechanism to find the talents who are the most suitable to their own organizations. This study aims to fill the gap by developing a data mining framework based on Decision tree and association rules to generate useful rules for personnel selection. The results can provide Decision rules relating personnel information with work performance and retention. An empirical study was conducted in a semiconductor company to support their Hiring Decision for indirect labors including engineers and managers with different job functions. The results demonstrated the practical viability of this approach. Moreover, based on discussions among domain experts and data miner, specific recruitment and human resource management strategies were created from the results.
Alexander Straub - One of the best experts on this subject based on the ideXlab platform.
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headscarf and job recruitment lifting the veil of labour market discrimination
IZA Journal of Labor Economics, 2018Co-Authors: Attakrit Leckcivilize, Alexander StraubAbstract:This paper investigates effects of appearance and religious practice of job applicants on the Hiring Decision. We asked participants in our laboratory experiment to select fictitious candidates for an interview from a pool of CVs with comparable characteristics but different photos. Some photos were of the same Turkish women with and without a headscarf. We demonstrate the effects of appearance, ethnicity, and veiling simultaneously and propose underlying mechanisms. We find robust effects of appearance but heterogeneous effects of headscarf on callback rates based on types of occupations and recruiters’ characteristics. However, positive characteristics mitigate discrimination against headscarf and even reverse it.
Angelo J Kinicki - One of the best experts on this subject based on the ideXlab platform.
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subjective applicant qualifications and interpersonal attraction as mediators within a process model of interview selection Decisions
Journal of Vocational Behavior, 1997Co-Authors: Kim J Wade, Angelo J KinickiAbstract:Abstract Past research comparing the relative influence of objective and subjective applicant qualifications within the interview context suggests a dominant influence of subjectively assessed applicant qualifications. However, methodological concerns cast doubt upon this conclusion. The present investigation overcomes previous methodological limitations by reanalyzing data from Kinicki and Lockwood (1985) using covariance structural modeling. Twenty-four professional recruiters interviewed 91 college seniors. Results indicate interviewers differentiate between applicant objective and subjective qualifications, but perceptions of applicant subjective qualifications and interviewing skills are indistinguishable. The interviewer's subjective impression of the applicant completely mediates the effect of applicants’ relevant experience levels, but not academic achievement. This finding suggests the possibility that academic achievement be entered into the final Hiring Decision independently of interviewer judgments. The current results indicate a positive relationship between interpersonal attraction and interview outcomes, perhaps suggesting interviewers are measuring applicant fit in addition to job skills.
Peter Hegarty - One of the best experts on this subject based on the ideXlab platform.
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a leader doesn t sound lesbian the impact of sexual orientation vocal cues on heterosexual persons first impression and Hiring Decision
Psychology of Women Quarterly, 2020Co-Authors: Fabio Fasoli, Peter HegartyAbstract:In three studies (N = 340), we tested whether vocal cues to a person’s sexual orientation prompted sexual orientation discrimination in heterosexual individuals when Hiring leaders. Our results inform how gender and sexual orientation intersect to produce discriminatory effects in the Hiring context. Heterosexual participants listened to short clips of voices that sounded like job candidate was a lesbian or heterosexual woman, or a gay or heterosexual man, and rated all for job suitability and employability. Candidates applied for jobs as leaders (Study 1), as leaders or assistants (Study 2), and for leadership roles that varied in both gender role and status (Study 3). Sexual orientation discrimination occurred in all three studies and was greater among women job candidates. Refuting role congruity theory, several findings disconfirmed the prediction that lesbian-sounding women would be advantaged when stereotyped as masculine and when applying for leadership roles. Rather, in line with status-beliefs theory, lesbian-sounding women and gay-sounding men were rated and ranked poorly to the extent that they were perceived as less competent than heterosexual candidates. Findings suggest that Hiring discrimination occurs in subtle ways, such as when individuals sound gay/lesbian. This has implications for recruitment as well as sexual-orientation discrimination court cases
