Choosing how to choose : Institutional pressures affecting the adoption of personnel selection procedures

The gap between science and practice in personnel selection is an ongoing concern of human resource management. This paper takes Oliver´s framework of organizations´ strategic responses to institutional pressures as a basis for outlining the diverse economic and social demands that facilitate or inhibit the application of scientifically recommended selection procedures. Faced with a complex network of multiple requirements, practitioners make more diverse choices in response to any of these pressures than has previously been acknowledged in the scientific literature. Implications for the science-practitioner gap are discussed

Fairness as a Determinant of AI Adoption in Recruiting: An Interview-based Study

Traditional recruiting techniques are often characterized by discrimination as human recruiters make biased decisions. To increase fairness in human resource management (HRM), organizations are increasingly adopting AI-based methods. Especially recruiting processes are restructured in order to find promising talents for vacant job positions. However, use of AI in recruiting is a two-edged sword as the neutrality of AI-based decisions highly depends on the quality of the underlying data. In this research-in-progress, we develop a research model explaining AI adoption in recruiting by defining and considering fairness as a determinant. Based on 21 semi-structured interviews we identified dimensions of perceived fairness (diversity, ethics, discrimination and bias, explainable AI) thereby affecting AI adoption. The proposed model addresses research gaps in AI recruiting research in general and arising ethical questions concerning the use of AI in people management in general and recruiting process in particular. We also discuss implications for further research and next steps of this research in progress work

Pursuing fit: a grounded theory of e-recruitment in Namibia – an integrated jobseeker and agency perspective

The purpose of this study was to identify the main concern of jobseekers and recruitment agencies in electronic recruitment (e-recruitment) and determine how it was resolved. The country of Namibia was chosen for the study because many of its jobseekers and recruitment agencies are adopting e-recruitment to overcome challenges in their recruitment context. In order to meet the purpose of the study, Classic Grounded Theory Methodology (classic-GTM) was used. Through the application of classic-GTM it emerged that jobseekers' and recruitment agencies' perspectives on e-recruitment are varied and shifting, which together with the dynamics in information technology bring many possibilities and fluidity of stakeholders' behaviour. Therefore, jobseekers and recruitment agencies are mainly concerned about Fit or lack thereof between their conceptualizations of Objects of Concern (namely information technology, jobseekers, job providers (recruitment agencies and employers) and jobs) in such a dynamic environment. Pursuing Fit emerged as the core variable (core category) representing how the participants continuously resolved their main concern. Two sub-categories constituting Pursuing Fit are Interpreting Fit and Positioning for Fit and they explain how stakeholders interpret e-recruitment concepts and position themselves and other Objects of Concern based on interpretation. Recruitment is likely to take place when Objects of Concern relate in a desirable (fitting) manner. The study's contribution to knowledge is through the theory of Pursuing Fit that suggests a systematic way of understanding e-recruitment and of conceptualizing information technology in e-recruitment to increase chances of recruitment. Implications common for both jobseekers and recruitment agencies are context awareness and flexibility. Context awareness allows stakeholders to interpret Objects of Concern based on the context and flexibility makes it possible to change from a previously held position. The study can be used as the foundation for research involving multiple stakeholders in e-recruitment. In conclusion, e-recruitment is a process of meaning creation in which stakeholders interpret concepts and based on the meanings relate the concepts with each other

Why do People Reject Technologies? – Towards a Unified Model of Resistance to IT-Induced Organizational Change

Based on Oreg (2006) this paper proposes a unified model of technology resistance including resistance as a behavior or behavioral intention (Kim and Kankanhalli 2009), a tri-dimensional construct of resistance to change (Piderit 2000) as an extension to Bhattacherjee and Hikmet (2007) and resistance as a personality trait (Oreg 2003) in order to enable a unified understand why people reject technologies. The evaluation of the model with a study of a new human resources information system shows that the resistance behavior of the researched 106 recruiters could be explained by their affective, behavioral and cognitive resistance to change as well as their individual personality trait resistance. Several implications for future research are discussed

Why do People Reject Technologies? – Towards an Understanding of Resistance to IT-induced Organizational Change

Research on resistance to information technology is characterized by the fact that there is still no unified understanding about resistance to change of IT-induced organizational change projects (Vithessonthi 2007). In order to provide a deeper understanding why people reject technologies when introduced in organizations this paper develops a Model of Resistance to IT-induced Organizational Change based on micro-organizational change (Oreg 2006) and technology acceptance literature (Venkatesh and Bala 2008). The model posits that work, technology and process related outcomes of business process change are determined by a tri-dimensional resistance to change conceptualization (Piderit 2000; Oreg 2006) and evaluation of process and technology characteristics (Venkatesh 2006). Moreover these dimensions are determined by the context of the change and individual differences such as personality traits. First case study results show that the model is appropriate to gain a deeper understanding why people reject technologies

How chatbots are used in recruitment and selection practices?

In the modern era, Artificial Intelligence (AI) has affected different functions of businesses, including Human Resources, in recruitment processes. With Chatbots (conversational agents) systems in place, HR can perform tasks like identifying, selecting, and interviewing talented candidates with more speed and consequently focus on strategic goals more effectively. This study aims to assess the current state of chatbot usage in HR processes in organisations, particularly in Higher Education Institutions (HEIs). For Part Ⅰ, the chatbot’s role is evaluated in detail for each stage of recruitment (i.e., sourcing, screening, selection and onboarding of candidates). Moreover, we will discuss how chatbot providers develop this service in terms of needed technical technologies and communicational aspects. The findings will help identify the best practices in developing better chatbots that align with the demands of modern hiring. In addition, we investigate chatbots’ impact on higher education with the rise of online learning and the Covid-19 pandemic. In part two, we develop a chatbot using the Google DialogFlow platform to support the admission process for prospective PhD students in the Doctoral Management Program of the UPC. This FAQ bot will be implemented as a supplementary channel in the doctoral program website to understand students’ queries and provide predefined answers. A survey is conducted based on the TAM framework to assess the chatbot’s functionality, quality, and intention of use. Based on the responses and findings, we will discuss how chatbots are a viable option to create new innovative services that are helpful for both candidates and educators. In the end, based on lessons learned, we propose conclusions, discussion and several recommendations for these intelligent systems. It is hoped that this work will open up new research possibilities for future optimisations in the fields of chatbots and recruitment in the future.En la era moderna, la Inteligencia Artificial (IA) ha afectado a diferentes funciones de las empresas, incluida la de Recursos Humanos, en los procesos de contratación. Con los sistemas de Chatbots (agentes conversacionales) implementados, HR puede realiza r tareas como identificar, seleccionar y entrevistar a personas candidat as talentos a s con más velocidad y, en consecuencia, enfocarse en objetivos estratégicos de manera más efectiva. Este estudio tiene como objetivo evaluar el estado actual del uso de chatbots en los procesos de recursos humanos en las organizaciones, particularmente en las Instituciones de Educación Superior (IES). Para la Parte Ⅰ, el rol del chatbot se evalúa en detalle para cada etapa del reclutamiento (i.e., planificación, abastecimiento, selec ción, verificación de referencias, selección e incorporación de candidatos). Además, discutiremos cómo los proveedores de chatbots desarrollan este servicio en términos de tecnologías técnicas necesarias y aspectos de comunicación. Los hallazgos ayudarán a identificar las mejores prácticas para desarrollar mejores chatbots que se alineen con las demandas de la contratación moderna. Además, investigamos el impacto de los chatbots en la educación superior con el aumento del aprendizaje en línea y la pandemia de Covid19. En la segunda parte, desarrollamos un chatbot utilizando la plataforma Google DialogFlow para apoyar el proceso de admisión de futuros estudiantes de doctorado Doctorado de la UPC. Este bot de preguntas en el Programa de Gestión de frecuentes se implementará como un canal complementario en el sitio web del programa de doctorado para comprender las consultas de los estudiantes y proporcionar respuestas predefinidas. Se realiza una encuesta basada en el marco TAM para evaluar la funcio nalidad, la calidad y la intención de uso del chatbot. Según las respuestas y los hallazgos, analizaremos cómo los chatbots son una opción viable para crear nuevos servicios innovadores que sean útiles tanto para los personas como para los educadores. Al candidat as final, en base a las lecciones aprendidas, proponemos conclusiones, discusión y varias recomendaciones para estos sistemas inteligentes. Se espera que este trabajo abra nuevas posibilidades de investigación para futuras optimizaciones en los campos de los chatbots y el reclutamiento en el futur

How the R&S process in Webhelp’s Contact Centre impacts CSAs’ turnover intention: A business process outsourcing case study

The Contact Center Industry encompasses a high rate of turnover among contact center agents. By investigating the turnover phenomenon, this study aims to identify the practices and procedures of the Recruitment and Selection Process, as well as its quality. Together, it seeks to demystify how the process is conducted, by recruiters, under constant time pressures to clients, who are committed to outsource their services. By approaching recruiters, responsible for delivering/hiring potential profiles, it is necessary to also comprehend the relationship of recruitment coordinators, who assume functions as team leaders, on team’s proper function. Our study proved what was initially desired, therefore the quality of the recruitment and selection process has indeed, impact in the turnover intention of customer service agents.A Indústria de Centros de Contacto engloba uma elevada taxa de saída entre os agentes dos centros de contacto. Ao investigar o fenómeno da rotatividade, este estudo procura identificar as práticas e procedimentos do Processo de Recrutamento e Seleção, bem como a sua qualidade. Conjuntamente, procura desmistificar como o processo é conduzido, pelos recrutadores, sob constantes pressões de tempo para com os clientes, que apostam em externalizar os seus serviços. Ao abordar os recrutadores, responsáveis pela entrega/ contratação de potenciais perfis, é igualmente necessário compreender a relação dos coordenadores de recrutamento, na adequada função da equipa. O nosso estudo provou o que era inicialmente desejado, pelo que a qualidade do processo de recrutamento e seleção tem de facto impacto na intenção de saída dos agentes de serviço ao cliente

E‐Recruitment in Palestine: A study into applicant perceptions of an online application system

This article examines the subject of the employment of Palestinians in the light of the applicants’ perceptions of the online application system. The aim was to examine the level of the university graduated in Palestine for the use of Internet employment in the 12 important dimensions (perceived usefulness, perceived ease of use, perceived privacy risk, perceived enjoyment, perceived stress, application-specific self-efficacy, performance expectancy, intention, subjective norm, perceived behavioral control, habit, and attitude), and to determine if there are any benefits for graduated in Palestine. Data were analyzed using descriptive statistical analysis. The researchers then used correlation analysis to investigate the relationship between the variables. The study found that the employment sites benefits to graduated, it preserves their privacy, increases their job opportunities and helps them improve their profile. It shows that the 12 important dimensions when employing online employment have been significantly correlated