File(s) not publicly available

Australian management selection practices : closing the gap between research findings and practice

journal contribution
posted on 06.12.2017, 00:00 by Vitale Di Milia
Three arguments were made for expecting changes in selection practice over the past decade: 1) time necessary to transfer research findings into practice, 2) evidence that HRM has become more strategic, and 3) the increased professionalism of the HRM community. In contrast to earlier findings, there wa strong support for the use of structured interviewing. Interviews were most commonly undertaken by HR and line staff. Typically applicants underwent more than one interview and at each, were interviewed by two to three interviewers. Cognitive tests were more frequently used than personality assessments. There was some support for personality assessments based on the Five Factor Model but there was similar support for measures without published psychometric properties. In general, the government sector made greater use of structured interviewing, conducted a single interview with two to three interviewers present and made use of better quality assessment tools compared to other sectors. Recommendations are made for future studies.

Funding

Category 1 - Australian Competitive Grants (this includes ARC, NHMRC)

History

Volume

42

Issue

2

Start Page

214

End Page

228

Number of Pages

15

ISSN

1038-4111

Location

London

Publisher

Sage

Language

en-aus

Peer Reviewed

Yes

Open Access

No

External Author Affiliations

Faculty of Business and Law; TBA Research Institute;

Era Eligible

Yes

Journal

Asia Pacific journal of human resources.

Exports

CQUniversity

Exports