Research article
Reasons for Being Selective When Choosing Personnel Selection Procedures
Cornelius J. König; Ute-Christine Klehe; Matthias Berchtold; Martin Kleinmann
International Journal of Selection and Assessment • 2010
Abstract
The scientist–practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain selection procedures. Based on institutional theory, we predicted that six variables should determine the use of selection procedures: the procedures’ diffusion in the field, legal problems associated with the procedures, applicant reactions to the procedures, their usefulness for organizational self-promotion, their predictive validity, and the costs involved. To test these predictions, 506 HR professionals from the German-speaking part of Switzerland filled out an online survey on the selection procedures used in their organizations. Respondents also evaluated five procedures (semi-structured interviews, ability tests, personality tests, assessment centers, and graphology) on the six predictor variables. Multilevel logistic regression was used to analyze the data. The results revealed that the highest odd ratios belonged to the factors applicant reactions, costs, and diffusion. Lower (but significant) odds ratios belonged to the factors predictive validity, organizational self-promotion, and perceived legality.
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Models (1)
Institutional Theory
evidence: MediumOrganizational Behavior • Legitimacy
Primary factors
DiffusionLegal considerationsApplicant reactionsOrganizational self-promotionPredictive validityCostsField domains
Organizational BehaviorHuman Resource Management
Constructs (6)
Diffusion
HR_001The extent to which a selection procedure is perceived to be widely used in the field.
Domains
HR SystemsLinked models
Institutional TheoryMimetic pressure influences the choice of selection procedures.
Perceived Legality
HR_002The extent to which a selection procedure is perceived to be in compliance with legal requirements.
Domains
HR SystemsLinked models
Institutional TheoryLegal considerations can affect the legitimacy of an organization.
Applicant Reactions
HR_003The extent to which applicants react positively to a selection procedure.
Domains
HR SystemsLinked models
Institutional TheoryNegative applicant reactions can affect organizational legitimacy.
Organizational Self-Promotion
HR_004The extent to which a selection procedure is perceived to be useful for promoting the organization.
Domains
HR SystemsLinked models
Institutional TheorySelf-promotion can influence stakeholder perceptions.
Predictive Validity
HR_005The extent to which a selection procedure is perceived to predict job performance.
Domains
HR SystemsLinked models
Institutional TheoryPredictive validity is a factor in economic fitness.
Costs
HR_006The perceived financial and time investment required to use a selection procedure.
Domains
HR SystemsLinked models
Institutional TheoryCosts are experienced earlier than gains, influencing decision weight.
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