Our review starts by identifying the practical challenges and macro forces that shaped the sciences of recruitment and selection and helped to define the research questions the field has addressed. As this article shows, the various topics related to recruitment and selection have ebbed and flowed over the years in response to business, legal, and societal changes, but this Supreme Problem has captivated the attention of scientist-practitioners for a century. Recruitment and selection research has been present in the Journal from the very first issue, where Hall (1917) suggested that the challenge of recruitment and selection was the Supreme Problem facing the field of applied psychology. This article reviews 100 years of research on recruitment and selection published in the Journal of Applied Psychology. © Springer International Publishing Switzerland 2016.
Practitioners considering consulting social media as part of human resource planning or selection system design will find it a straight-talking guide to staying competitive. Social Media in Employee Selection and Recruitment is a bedrock reference for industrial/organizational psychology and human resources academics currently or planning to conduct research in this area, as well as for academic libraries. Is John Smith really John Smith? Misrepresentations and misattributions of candidates using social media and social networking sites.Online exclusion: Biases that may arise when using social media in talent acquisition.Legal concerns when considering social media data in selection.The use of social media by BRIC nations during the selection process.Social media, big data, and employment decisions.Game-thinking within social media to recruit and select job candidates.Social media as a personnel selection and hiring resource: Reservations and recommendations.And the book's insights on emerging and anticipated developments will keep the reader abreast of the field as it evolves. Contributors clarify a confusing cyberscape with recommendations and best practices, legal and ethical issues, pitfalls and problems, and possibilities for standardization. Its balanced approach explains why and how social media are commonly used in both employee recruitment and selection, exploring relevant theoretical constructs and practical considerations about their appropriateness and validity. This timely resource offers fresh research on companies' use of social media platforms-from Twitter and Facebook to LinkedIn and other career sites-to find and hire personnel. The implications of our findings are that the valence of image restoration influences job seekers’ pursuant behavior more than what is said within image restoration. We also found that attraction to the organization assessed at Time 2 fully mediated the relationship between perceptions of image and intentions to pursue a job opportunity. Results showed that Time 2 ratings of image were more positive after restoration attempts however, there was no significant difference between the two types of restoration or with the neutral condition.
We used the psychology of apologies to understand the underlying mechanisms by which a company’s image changes in the context of image restoration. We applied image restoration theory to a repeated-measures 2 (negative or neutral company information at Time 1) × 3 (two types of image restoration, and neutral for the same company at Time 2) factorial experimental design. Because company image plays an important role in job seeker attraction, and company crises are on the rise, we examined the effects of postcrisis image restoration on job seeker attraction. A crisis can severely tarnish a company’s image and attempts to restore the damaged image may negatively affect postcrisis recruitment efforts.