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More applicants or more applications per applicant? : a big question when pools are small
Scullen, Steven E.; Meyer, Brad C. - In: Journal of management : JOM 40 (2014) 6, pp. 1675-1699
Persistent link: https://www.econbiz.de/10010402562
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Predicting the outcomes of single- and multistage selections when applicant pools are small and heterogeneous
De Corte, Wilfried - In: Organizational research methods : ORM 17 (2014) 4, pp. 412-432
Persistent link: https://www.econbiz.de/10010418098
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Revisiting g : intelligence, adverse impact, and personnel selection
Goldstein, Harold W.; Scherbaum, Charles A.; Yusko, … - In: Adverse impact : implications for organizational …, (pp. 95-134). 2010
Persistent link: https://www.econbiz.de/10003948660
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The validity and utility of selection methods in personnel psychology : practical and theoretical implications of 85 years of research findings
Schmidt, Frank L.; Hunter, John Edward - 2007
Persistent link: https://www.econbiz.de/10003594710
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Recruitment of overeducated personnel : insider-outsider effects on fair employee selection practices
Fabel, Oliver (contributor); Pascalau, Razvan (contributor) - 2007
Persistent link: https://www.econbiz.de/10003581995
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Staffing organizations
Heneman, Herbert G.; Judge, Timothy A. - 2009 - 6. ed.
Persistent link: https://www.econbiz.de/10003684282
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Selecting expatriates for personality characteristics : a moderating effect of personality on the relationship between host national contact and cross-cultural adjustment
Caligiuri, Paula M. - In: International human resource management : from …, (pp. 33-52). 2007
Persistent link: https://www.econbiz.de/10003551103
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Hiring gender-occupation incongruent applicants : the positive impact of recruiter interpersonal sensitivity
Frauendorfer, Denise; Schmid Mast, Marianne - In: Journal of personnel psychology 12 (2013) 4, pp. 182-188
Persistent link: https://www.econbiz.de/10010196873
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Recruitment source implications for organizational tenure
Weller, Ingo; Michalk, Agnes; Mühlbauer, Daniel - In: The Oxford handbook of recruitment, (pp. 139-160). 2014
Persistent link: https://www.econbiz.de/10010202010
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Why minority recruiting doesn't often work, and what can be done about it : applicant qualifications and the 4-Group Model of targeted recruiting
Newman, Daniel A.; Jones, Kisha S.; Fraley, R. Chris; … - In: The Oxford handbook of recruitment, (pp. 492-526). 2014
Persistent link: https://www.econbiz.de/10010203282