The ENESER meeting for 2021 took place in Zurich, Switzerland from August 31 to Thursday 2, 2021.

You may find the full programme of the meeting below.

EAWOP Small Group Meeting

Job Search, Attraction, and Selection: Challenges for the Next Decade

June 10-12, 2020

University of Zurich, Switzerland

Organizers: Annika Wilhelmy and Martin Kleinmann

Conference Theme and Scope

The world of work is changing rapidly due to the availability of big data, the development of artificial intelligence, population migration and demographic changes, and yet these changes and their consequences for individuals, organizations, and society are poorly understood. The developments in the world of work also affect how individuals search for jobs, what kind of jobs they feel attracted to, and how they are selected for jobs. Job search, recruitment and selection have been cornerstones of work and organizational psychology for the last 100 years. Vibrant research in these fields has led to countless meta-analyses and literature reviews aiming to drive theoretical developments and best practice approaches to evidence-based management in job search, recruitment, and selection. Despite these efforts, however, it has recently been acknowledged that the fields of job search, recruitment and selection still face just as many (if not more) challenges as one hundred years ago. This is due to various reasons, among which the availability of big data, the development of artificial intelligence, population migration and demographic changes are likely key factors. The aim of the 6^th small group meeting (SGM) of the European Network of Selection Researchers (ENESER) is twofold: 1) to advance our empirical and conceptual knowledge of recent developments in recruitment and selection and 2) to bridge scientist-practitioners gaps in new job search, recruitment, and selection practices. Specifically, this SGM aims to explore a number of recent developments in these areas, including:

1. Research on job search strategies for different groups (e.g. migrants) and their effects in changing work environments.
2. Research on artificial intelligence and big data in personnel selection and recruitment.
3. Research on predictors of task, contextual, adaptive, and counterproductive behaviors including boundary conditions of these effects.
4. Research on applicant reactions, ability to identify criteria, impression management tactics, and applicant faking behavior.
5. Research on biases in selection and how these biases affect subsequent decision maker behavior and selection outcomes.
6. Research on applicant expectations and perceptions of traditional versus technology-based assessment, recruitment, and selection procedures.
7. Research on interviewers’ perception on the role of technology in job search, recruitment, and selection.
8. Research on applicant job search behaviors, attraction to organizations, job choice, and intentions to accept job offers.
9. Research on applicant withdrawal behaviors at various stages of the recruitment and selection process.
10. Research on ethnic, gender, and age differences in assessment of task, contextual, and counterproductive behaviors and their effects on recruitment and selection outcomes.

Format of the meeting

The meeting will start on June 10, 2020 with a reception in the late afternoon. On June 11 and 12, we will have two full days of presentations and discussions of approximately 25 papers. This format will allow participants to have ample discussions about their research. There will also be a lot of opportunities for networking and building collaborative project ideas. The event will end at the latest by 6pm on June 12. Additionally, after the official end of the meeting, a public viewing event for the opening match of the European Football Championship can be attended on a voluntary basis.

Location

The conference will be held in Zurich, Switzerland. Zurich has a unique position in Switzerland. It is the country’s largest city and home to an internationally reputed financial center as well as the focus of an economic region which acts as the motor of Switzerland. The wide variety of cultural activities and educational institutions define Zurich’s character as a diverse, open city with a passion for life. It is famous for its lakeside location and green, densely wooded chain of hills which run through the city from north to south with views to the Alps. The high standards of living, working, and accommodation are regularly confirmed in surveys of the local residents, and Zurich consistently finds itself at the top of international rankings of cities in terms of quality of life. By the way, Zurich is also the home of the FIFA World football museum. The Small Group Meeting will take place at the University of Zurich. Its central location is ideal for different accommodation, dining and entertainment options.

Conference fees

The conference fee is 120 CHF and 60 CHF for PhD students (please provide a copy of your student ID), which includes lunches, coffee/tea, a conference dinner, and drinks at the welcome reception. Travel and accommodation costs have to be covered by participants.

Submission of abstracts

Participants are invited to submit paper abstracts (up to 1000 words excluding references; max. two additional pages of tables and figures) by January 15, 2020 to Annika Wilhelmy (a.wilhelmy@psychologie.uzh.ch). Submissions should be structured as follows: purpose/contribution, design/methodology, results, limitations, implications, and originality/value. In the abstract, the authors should also indicate how their paper fits the scope of the SGM. Submitted abstracts will be pre-screened and selected following a blind peer-review procedure. Participants will be notified about the acceptance of their paper by March 15, 2020. Upon the abstract acceptance, all participants should pay the participation fee by March 30, 2020. 

Dissemination activities

The SGM plans to yield a product available free of charge to the EAWOP members. Therefore, the organizers plan to submit a position paper for publication in EJWOP. In addition, there may be a special issue, for example in the International Journal of Selection and Assessment, which will be further discussed at the ENESER meeting.

Faculty of Mgmt, Law and Social Sciences

School of Management

For over fifty years, the University of Bradford has been international leader in business research and management education. The School of Management is pioneer in developing new programmes and courses that reflect and anticipate the needs of employers and of society as a whole. The School of Management is part of an elite group of business schools worldwide possessing triple-crown accreditation from AACSB, AMBA and EQUIS.

The People, Organizations and Entrepreneurship (PO&E) Research Centre is an intellectually stimulating, creative and research-driven Centre that combines expertise in the areas of Human Resources Management, Organization Behaviour, Innovation, Creativity and Entrepreneurship. In line with our growth strategy, we seek to appoint Lecturers and Senior Lecturers in the general fields of Human Resource Management / Organizational Behaviour (HRM-OB) to contribute to existing and new programmes as well as advance understanding in key areas of research. Appointments will be made in all areas but could include international HRM, leadership, entrepreneurship, organizational psychology, and well-being at work, among others, preferably with knowledge of relevant research methods.

We are looking for enthusiastic and highly motivated individuals who can make a significant contribution to the implementation of our research, teaching and learning strategy. The PO&E Centre has an international reputation in its key areas of research; members have published in 4-star ‘Journal of Distinction’ and 4-star journals, and have active research funding from the ESRC, British Academy, Leverhulme Trust, and NASA. Teaching duties will include contributing effectively to the undergraduate and postgraduate programmes in Management and in Human Resources Management which are accredited by the Chartered Institute of Professional Development (CIPD). You will also be expected to contribute to the Research degrees and be willing to develop and deliver digital-distance learning content on our FT ranked MBA programme.

Applicants must possess a Doctorate in a relevant field and for the HRM vacancies be CIPD and/or BPS (British Psychological Society) Occupational members, or at least have the qualifications to become members. They should also possess, along with significant teaching experience, an active research profile with a demonstrable research record with publications in 3 and/or 4* ABS-listed journals, preferably with a record of winning-in grant funds, collaborations with industrial partners, and professional service.Senior Lecturers will be expected to provide programme leadership and contribute to the design of innovative programmes within the School and Faculty and create knowledge through fundamental and applied research.

Informal enquiries should be directed to Prof. Neil Anderson, the Head of the People, Organizations and Entrepreneurship Research Centre (n.anderson@bradford.ac.uk).

To view full vacancy details and to apply please click on the links below:

Senior Lecturer in HRM (grade 9 /10 £42,036 – £58,089) – http://jobs.bradford.ac.uk/POEVAC1

Senior Lecture/ Lecturer in Ethics and Corporate Social Responsibility  (grade 9 /10 £42,036 – £58,089) – http://jobs.bradford.ac.uk/POEVAC2

Lecturer in People, Organisation and Entrepreneurship (grade 8 /9 £35,211 – £48,677) – http://jobs.bradford.ac.uk/POEVAC3

Lecturer in Entrepreneurship – (grade 8 /9 £35,211 – £48,677) – http://jobs.bradford.ac.uk/POEVAC4

Further details:

• Job Description
• Job Description
• Job Description

Recent Developments in Recruitment and Selection: European Perspectives and Advances

Recruitment and selection has been one of the cornerstones of work and organizational psychology for the last 100 years (Nikolaou & Oostrom, 2015; Ployhart, Schmitt, & Tippins, 2017). The vibrant research in this field has led to different meta-analyses and literature review papers aiming to drive both, theoretical developments and best practice approach to evidence-based management in recruitment and selection. Despite these efforts, however, the field of recruitment and selection still faces a number of challenges, which have become ever more complex and difficult to address (Ployhart et al., 2017; Ryan & Ployhart, 2014). For instance, an increasingly more volatile and uncertain organizational environments and changing labour regulations have significantly shaped selection and recruitment practices. The field has also moved on from predicting job performance to addressing more pertinent issues of the modern workplaces, such as exploring the role of technology and internet in recruitment and selection, studying new selection methods and approaches and focusing on predicting other than routine task-related behaviours (Bledow & Frese, 2009; Nikolaou & Oostrom, 2015; Potocnik & Anderson, 2012; Potocnik, Anderson, & Latorre, 2015).

This special issue aims to explore a number of such recent developments in the recruitment, selection, and assessment research and the submissions to this special issue could cover, but are not restricted to the following topics:

1. Research on applicant perspective, including applicant reactions, impression management tactics, ability to identify criteria, and applicant faking behavior;
2. Research on biases in selection and how these biases affect subsequent interviewer behavior and interview outcomes;
3. Research on traditional versus technology based assessment, recruitment and selection procedures;
4. Research on job search behaviors, attraction to organizations, job choice, intentions to accept job offers;
5. Research on interviewer and recruiter’s discriminatory behaviors and techniques to reduce adverse impact;
6. Research on ethnic / gender / age differences in assessment of task, contextual and counterproductive behaviors and their effects on recruitment and selection outcomes;
7. Research on new recruitment and selection methods and new constructs;
8. Research on cross-cultural issues in recruitment and selection;
9. Research on how selection and recruitment procedures affect internal organizational processes, including employee attitudes and behavior.

Submission Instructions

We invite original empirical and literature review papers that represent novel and significant efforts to address recent developments in recruitment and selection. Empirical papers that rely exclusively on self-reported cross-sectional data will be desk rejected. Furthermore, manuscripts using only student samples need to have clear implications for practice. Review papers have to be based on a systematic literature review and/or meta-analytic methods.

Manuscripts should be submitted by June 1st, 2019. We aim to complete the first round of reviewing by September 1, 2019. The projected date of publication of the special issue is the first half of 2021.

Papers should be submitted through the journal’s online submissions website via https://mc.manuscriptcentral.com/pewo, identifying the paper as a submission for this Special Issue.

Further information on EJWOP manuscript requirements is available on the journal’s website.
For further information, or to discuss article ideas, please feel free to contact any of the Guest Editors: Kristina Potocnik (Kristina.Potocnik@ed.ac.uk); Neil Anderson (N.Anderson@bradford.ac.uk); Marise Born (m.ph.born@essb.eur.nl); Martin Kleinmann (m.kleinmann@psychologie.uzh.ch); and Ioannis Nikolaou (inikol@aueb.gr).

Editorial information

• Kristina Potocnik (University of Edinburgh, UK), Kristina.Potocnik@ed.ac.uk
• Neil Anderson (University of Bradford, UK), N.Anderson@bradford.ac.uk
• Marise Born (Erasmus University Rotterdam, The Netherlands), m.ph.born@essb.eur.nl
• Martin Kleinmann (University of Zürich, Switzerland), m.kleinmann@psychologie.uzh.ch
• Ioannis Nikolaou (Athens University of Economics and Business, Greece), inikol@aueb.gr

Call for Papers

June 27-29, 2018

University of Edinburgh Business School, UK

Organizers: Kristina Potočnik and Neil Anderson

Conference Theme and Scope

Recruitment and selection has been one of the cornerstones of work and organizational psychology for the last 100 years. The vibrant research in this field has led to countless meta-analyses and literature review pieces aiming to drive theoretical developments and best practice approach to evidence based management in recruitment and selection. Despite these efforts, however, it has recently been acknowledged that the field of recruitment and selection still faces just as many (if not more) challenges as one century ago. These have become ever more complex and difficult to predict. This is due to various reasons, including key aspects such as technological developments, increasingly more volatile and uncertain organizational environments and changing labour regulations. The aim of the 5^th small group meeting of the European Network of Selection Researchers (ENESER), organized under the auspices of EAWOP, is twofold: 1) to advance our empirical and conceptual knowledge into recent developments in recruitment and selection and 2) to bridge scientist-practitioners gaps in new recruitment and selection practices. Specifically, this SGM aims to explore a number of recent developments in the recruitment, selection, and assessment research, including:

1. Research on predictors of task, contextual and counterproductive behaviors and uncovering different boundary conditions of these effects;
2. Research on applicant reactions, impression management tactics, ability to identify criteria, and applicant faking behavior;
3. Research on biases in selection and how these biases affect subsequent interviewer behavior and interview outcomes;
4. Research on applicant expectations and perceptions of traditional versus technology based assessment, recruitment and selection procedures;
5. Research on interviewers’ perception on the role of technology in recruitment, selection, and assessment;
6. Research on applicant job search behaviors, attraction to organizations, job choice, intentions to accept job offers;
7. Research on applicant withdrawal behaviors at various stages of the recruitment and selection process;
8. Research on interviewer and recruiter’s discriminatory behaviors and techniques to reduce adverse impact;
9. Research on ethnic / gender / age differences in applicant behavior and the effects on recruitment and selection outcomes;
10. Research on ethnic / gender / age differences in assessment of task, contextual and counterproductive behaviors and their effects on recruitment and selection outcomes;
11. Research on new recruitment and selection methods and new constructs;
12. Research on cross-cultural issues in recruitment and selection.

Format of the meeting

The meeting will start on the 27^th of June, 2018 with registration between 4-5pm, followed by the late afternoon welcome address and reception. On the 28^th and 29^th of June we will have two full days of presentations and discussions of approximately 25 papers. Such small format will allow the participants to have ample discussions about their research. There will also be a lot of opportunities for networking and building collaborative project ideas. The event will end by 6pm on the 29^th of June.

 Location

The conference will be held in Edinburgh, Scotland. With its stunning Georgian and Victorian architecture, winding medieval streets, and spectacular natural scenery, it is easy to see why Edinburgh has been listed as a World Heritage Site. With a vibrant cultural scene, varied nightlife and countless events and festivals that run throughout the year, it is understandable why Edinburgh has consistently been named as one of the best places to live and work in the UK. Situated on the shores of the Firth of Forth and set on seven hills, the city of Edinburgh has a long and fascinating history with ancient buildings and landmarks – a royal palace, a cliff-top castle and an extinct volcano. The city has a modern dynamism juxtaposed with historical cobbled streets and is home to four universities, the famous Edinburgh Festival and Edinburgh Fringe, world class galleries and concert halls, tranquil parks and busy shopping streets.

The Small Group Meeting will take place at the University of Edinburgh Business School. Its central location is ideal for different accommodation, dining and entertainment options.

 Conference fees

The conference fee is €100 euro (€50 for PhD students), which includes lunches, coffee/tea, a conference dinner, and drinks at the welcome reception. Travel and accommodation costs have to be covered by participants.

Submission of abstracts

Participants are invited to submit paper abstracts (up to 500 words) by (January 26) February 2, 2018 to Kristina Potocnik (Kristina.Potocnik@ed.ac.uk). Submissions should be structured as follows: purpose/contribution, design/methodology, results, limitations, implications, and originality/value. In the abstract, the authors should also indicate how their paper fits the scope of the SGM. Submitted abstracts will be pre-screened and selected following a blind peer-review procedure. Participants will be notified about the acceptance of their paper by March 16, 2018. Upon the abstract acceptance, at least one author should pay the participation fee by March 30, 2018. The full papers should be submitted to Kristina Potocnik by June 1, 2018.

 Special Issue

We are planning to submit a selection of the accepted papers for potential publication in a special issue of an academic journal. This will be discussed in more detail at the SGM.

“Applicant Behavior“

A Special Issue of the Journal of Personnel Psychology

Guest Editors:
Marise Ph. Born (Erasmus University Rotterdam, and Vrije Universiteit Amsterdam, The Netherlands),
Annemarie M. F. Hiemstra (Erasmus University Rotterdam, The Netherlands), and
Janneke K. Oostrom (Vrije Universiteit Amsterdam, The Netherlands)

Deadline for submissions is January 31, 2017.