Highlighting tensions in recruitment and selection research and practice

In this article we highlight five tensions that exist in recruitment and selection (R&S) research and practice today and that are centered around the 'efficiency press' and so called 'research-practice' gap. Identified tensions are desires for (1) innovation and efficiency, (2) customization and consistency, (3) transparency and effectiveness, (4) wide-reach and coherence, and (5) diversity and standardization. Each tension is illustrated with findings from the five studies of this Special Issue that were presented at the third meeting of the European Network of Selection Researchers (August 2014), and supplemented with empirical data on the research-practice gap in R&S (period 2009-2013). We consider how we might move forward in addressing the 'efficiency press' in research as well as managing these tensions in practice

Innovation in values based public health nursing student selection: a qualitative evaluation of candidate and selection panel member perspectives

Values based recruitment emerges from the premise that a high degree of valuecongruence, or the extent to which an individual’s values are similar to those of the health organisation in which they work, leads to organisational effectiveness. Objectives: The aim of this evaluation was to explore how candidates and selection panel members experienced and perceived innovative methods of values based public health nursing student selection. Intervention: The use of photo elicitation interviews and situational judgement questions in the context of selection to a university run public health nursing educational programme was explored. Design: The evaluation was framed by a qualitative exploratory design involving semistructured interviews and a group exercise. Data were thematically analysed. Sample: Eight semi-structured interviews were conducted with selection panel members. Twenty-two successful candidates took part in a group exercise. Results: Whilst candidates were ambivalent about the use of photo elicitation interviews, with some misunderstanding the task, selection panel members saw the benefits for improving candidate expression and reducing gaming and deception. Situational interview questions were endorsed by candidates and selection panel members due to their fidelity to real life problems and the ability of panel members to discern value congruence from candidates’ responses

Value-based recruitment in midwifery: do the values align with what women say is important to them?

Aim: To discuss theoretical conceptualisation and definition of values and values-based recruitment in the context of women’s views about what they would like from their midwife. Background: Values-based recruitment received headline status in the UK government’s response to pervasive deficiencies in compassionate care identified in the health service. Core values which aim to inform service user’s experience are defined in the National Health Service Constitution but clarity about whether these encompass all that women say is important to them is needed. Design: Discussion paper Data Sources: A literature search included published papers written in English relating to values, VBR and women’s views of a ‘good’ midwife with no date limiters. Discussion: Definitions of values and values-based recruitment are examined. Congruence is explored between what women say is important to them and key government and professional regulatory documentation. The importance of a ‘sustainable emotional’ dimension in the midwife-mother relationship is suggested. Conclusion: Inconsistencies are identified between women’s views, government, professional documentation and what women say they want. An omission of any reference to emotions or emotionality in values-based recruitment policy, professional recruitment and selection guidance documentation is identified. Implications: A review of key professional documentation, in relation to selection for ‘values’, is proposed. We argue for clarity and revision so that values embedded in values-based recruitment are consistent with health service users’ views. An enhancement of the ‘values’ in the values-based recruitment framework is recommended to include the emotionality that women state is a fundamental part of their relationship with their midwife

An Empirical Comparison of Human Value Models

Over the past century, various value models have been proposed. To determine which value model best predicts prosocial behavior, mental health, and pro-environmental behavior, we subjected seven value models to a hierarchical regression analysis. A sample of University students (N = 271) completed the Portrait Value Questionnaire (Schwartz et al., 2012), the Basic Value Survey (Gouveia et al., 2008), and the Social Value Orientation scale (Van Lange et al., 1997). Additionally, they completed the Values Survey Module (Hofstede and Minkov, 2013), Inglehart's (1977) materialism-postmaterialism items, the Study of Values, fourth edition (Allport et al., 1960; Kopelman et al., 2003), and the Rokeach (1973) Value Survey. However, because the reliability of the latter measures was low, only the PVQ-RR, the BVS, and the SVO where entered into our analysis. Our results provide empirical evidence that the PVQ-RR is the strongest predictor of all three outcome variables, explaining variance above and beyond the other two instruments in almost all cases. The BVS significantly predicted prosocial and pro-environmental behavior, while the SVO only explained variance in pro-environmental behavior

Natural Distribution of Parasitoids of Larvae of the Fall Armyworm, Spodoptera frugiperda, in Argentina

To develop a better understanding of the natural distribution of the fall armyworm, Spodoptera frugiperda (Smith) (Lepidoptera: Noctuidae), and to update the knowledge of the incidence of its complex of parasitoids. S. frugiperda, samplings in whorl-stage corn were carried out in provinces of Argentina from 1999 to 2003. S. frugiperda larvae were collected from corn in localities of the provinces of Tucumán, Salta, Jujuy, Santiago del Estero, La Rioja, Córdoba, San Luis, Chaco and Misiones. In each locality 30 corn plants were sampled and only larvae located in those plants were collected. The parasitoids that emerged from S. frugiperda larvae were identified and counted. The abundance of the parasitoids and the parasitism rate were estimated. The S. frugiperda parasitoids collected were Campoletis grioti (Blanchard) (Hymenoptera: Ichneumonidae), Chelonus insularis (Cresson) (Hymenoptera: Braconidae), Archytas marmoratus (Townsend) (Diptera Tachinidae) and/or A. incertus (Macquart), Ophion sp. (Hymenoptera: Ichneumonidae), Euplectrus platyhypenae Howard (Hymenoptera: Eulophidae), and Incamyia chilensis (Aldrich) (Diptera Tachinidae). C. grioti was the most abundant and frequent during the five-year survey. Similar diversity of parasitoids was obtained in all the provinces, with the exception of I. chilensis and E. platyhypenae that were recovered only in the province of Salta. In the Northwestern region, in Tucumán, C. grioti and species of Archytas were the most abundant and frequent parasitoids. On the contrary, in Salta and Jujuy Ch. insularis was the parasitoid most abundant and frequently recovered. The parasitism rate obtained in Tucumán, Salta and Jujuy provinces were 21.96%, 17.87% and 6.63% respectively with an average of 18.93%. These results demonstrate that hymenopteran and dipteran parasitoids of S. frugiperda occurred differentially throughout the Argentinian provinces and played an important role on the natural control of the S. frugiperda larval population

An experimental study of the acceptance of a foreign newcomer into a workgroup

We examine the acceptance of a foreign newcomer into a local workgroup. Using Social Identity and Acculturation theories, we try to identify factors that help a foreign newcomer gain acceptance of a host group. We test the model using a group-level policy-capturing technique. Our results indicated that a workgroup's attitude towards a foreign newcomer was influenced by socially attractive behaviors of the newcomer, the apparent sincerity of such behaviors, the group's culture on the individualism dimension, cultural similarity between the newcomer and the group, and cultural intelligence of the newcomer as reflected in the individual's reputation of establishing a relationship with his/her host culture.Group acceptance, Newcomer, Social identity theory, Acculturation