Selection Recrutiment Fortune 1000
Current Recruitment and Selection Practices: A National Survey of Fortune 1000 Firms
Chris Piotrowski
University of West Florida, USA
Terry Armstrong
Georgetown University, USA This study reports the findings of survey data on recruitment and preemployment selection methods in use by human resources departments in , major companies in the USA. In addition, data on use of online preemployment tests, currently and in the near term future, were also collected. The analysis is based on responses from 151 firms. The findings indicate that the majority of companies rely on traditional recruitment and personnel selection techniques over the use of online assessment instruments. Personality testing is popular in about 20% of the firms and one-fifth of the respondents plan to implement online testing in the future. Furthermore, screening for honesty-integrity (28.5%) and violence potential (22%) was found to be somewhat popular. It would be helpful if future research could pinpoint the reservations that companies have about online pre-employment tests. Psychological tests and assessment instruments that tap prospective employees' personality, interpersonal style, and response to stress situations have received increased attention from both human resource professionals and researchers in I/O psychology over the past 20 years (e.g., Gatewood & Feild, 1998; Ryan & Sackett, 1987). Indeed, the nexus between personality factors and personnel selection and placement has spawned major investigatory efforts, conceptual reformulations, and pragmatic applications in both research and practice (Hogan, 2001; Landy et al., 1997). Moreover, to enhance the chances for successful recruitment and long-term benefits for employers, a plethora of research studies has investigated and endorsed the utility of the 'person-fit' paradigm (Anderson et al., 2004; Chan, 2005; Hollenbeck et al., 2002). However, there has been recent concern and thoughtful discussion on the potential threat of
Chris Piotrowski
University of West Florida, USA
Terry Armstrong
Georgetown University, USA This study reports the findings of survey data on recruitment and preemployment selection methods in use by human resources departments in , major companies in the USA. In addition, data on use of online preemployment tests, currently and in the near term future, were also collected. The analysis is based on responses from 151 firms. The findings indicate that the majority of companies rely on traditional recruitment and personnel selection techniques over the use of online assessment instruments. Personality testing is popular in about 20% of the firms and one-fifth of the respondents plan to implement online testing in the future. Furthermore, screening for honesty-integrity (28.5%) and violence potential (22%) was found to be somewhat popular. It would be helpful if future research could pinpoint the reservations that companies have about online pre-employment tests. Psychological tests and assessment instruments that tap prospective employees' personality, interpersonal style, and response to stress situations have received increased attention from both human resource professionals and researchers in I/O psychology over the past 20 years (e.g., Gatewood & Feild, 1998; Ryan & Sackett, 1987). Indeed, the nexus between personality factors and personnel selection and placement has spawned major investigatory efforts, conceptual reformulations, and pragmatic applications in both research and practice (Hogan, 2001; Landy et al., 1997). Moreover, to enhance the chances for successful recruitment and long-term benefits for employers, a plethora of research studies has investigated and endorsed the utility of the 'person-fit' paradigm (Anderson et al., 2004; Chan, 2005; Hollenbeck et al., 2002). However, there has been recent concern and thoughtful discussion on the potential threat of