Learn and Study

PART A : Job analysis and recruitment   

Work analysis for personnel selection, Recruitment processes and organizational attraction

PART B: The applicants’ perspective

Video résumés portrayed: findings and challenges, Social networking websites and personnel selection, Applicant reactions to selection methods, an overview of recent research and suggestions for the future

PART C: Advances in predictors’ research

New developments in intelligence theory and assessment: implications for personnel selection, Personality testing in personnel selection: Love it? Leave it? Understand it! , Trends in testing: highlights of a global survey, Beyond validity: shedding light on the social situation in employment interviews, Situational judgment testing: a review and some new developments, Assessment centres: the latest developments on construct validity   

PART D: The criterion domain   

Selecting for innovation: methods of assessment and the criterion problem, Typical and maximum performance      

Layout of the Book

The author structured the content of the current volume into four parts.

The first part (Part A) of the book deals with the cornerstone of any personnel selection process, work analysis, along with a chapter on recruitment and organizational attraction.

The second part of the book (Part B) deals with the applicants’ per-spective. Specifically, the three chapters of this part deal with video resumes, with the role of social networking websites, and with applicant reactions to selection methods. The remaining two parts deal with the traditional domains of predictor-criterion research in selection.

In the third part (Part C), we explore recent developments regarding predictors, namely intelligence tests, interviews, situational judgment tests, and assessment centers.

In the fourth and last part (Part D), our contributors review the literature on criteria, specifically on the role of innovation as a criterion and the typical versus maximum performance issue.

Job analysis and recruitment
The applicants’ perspective
Advances in predictors’ research


The field of employee recruitment, selection, and assessment has traditionally been one of the most energetic and active domains of research and practice in the field of Work and Organizational Psychology. Numerous psychology graduates are employed in human resource management (HRM) consultancies, HRM depart-ments, and in specialized work psychology/psychological testing firms, involved in staffing, recruitment, selection, and assessment in countries worldwide. Moreover, it has also been one of the first fields to attract researchers’ and practitioners’ attention both in Europe and the United States.

Recent research in employee selection has also shifted its focus from the tradi-tional selection paradigm, that is, the relationship between the predictor and the criterion, towards other important issues. For example, there is increased inter-est in different selection methods (e.g., situational judgment tests), in the role of technology and the Internet in recruitment and selection (e.g., video resumes and the effect of social networking websites), in the applicants’ perspective (e.g., trust, fairness, and applicant reactions research), in the use of new statistical and method-ological approaches (e.g., multilevel analysis and diary studies), in ethical issues and adverse impact, in high-stakes selection, and so forth.