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.
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 (firstname.lastname@example.org); Martin Kleinmann (email@example.com); and Ioannis Nikolaou (firstname.lastname@example.org).
- 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), email@example.com
- Martin Kleinmann (University of Zürich, Switzerland), firstname.lastname@example.org
- Ioannis Nikolaou (Athens University of Economics and Business, Greece), email@example.com