Instruments for Personnel Selection in the 21st Century: Research and Practice: This article presents an evidence-based overview of innovative selection techniques that were developed in the last years to provide an answer to key questions concerning the contemporary practice of selection. In addition, we aim to point out gaps in the current knowledge about these novel techniques to guide future research. The article shows that innovative selection instruments such as conditional reasoning tests, integrity tests, and implicit association tests might offer opportunities to measure value-based competencies, and maladaptive traits. Furthermore, contextualized personality questionnaires, business-related intelligence tests, situational judgment tests, and so-called serious games enable organizations to improve their image, which creates branding opportunities to promote the company as an attractive employer. Finally, we conclude by stating that practitioners and researchers face numerous selection challenges. Examples are the selection of a diverse as well as competent workforce and the reliable and valid implementation of unproctored Internet testing.
Innovative selection techniques, Employer branding, Integrity testing, Internet testing, Diversity
Human Resources Management | Organizational Behavior and Theory
Organisational Behaviour and Human Resources
Gedrag & Organisatie
Boom Lemma Uitgevers
LIEVENS, Filip and DE SOETE, Britt.
Instruments for Personnel Selection in the 21st Century: Research and Practice. (2011). Gedrag & Organisatie. 24, (1), 18-42. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5685
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