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Hiring Managers’ Prototype Beliefs and Their Use of Employee Selection Practices
Stockholm University, Faculty of Social Sciences, Department of Psychology.ORCID iD: 000-0002-8104-0308
Hofstra University, NY, USA.
Stockholm University, Faculty of Social Sciences, Department of Psychology.
Stockholm University, Faculty of Social Sciences, Department of Psychology.
(English)Manuscript (preprint) (Other academic)
Abstract [en]

Current approaches in employee selection research suggest that understanding practitioners’ beliefs would help explain their resistance towards standardized employee selection practices. For this purpose we conducted a survey among hiring managers from the Swedish retail industry. Based on their answers we identified prototype beliefs about what it takes to be successful in employee selection and examined the relationships between these beliefs and hiring managers’ use of employee selection practices. The results indicate that the prototypical hiring manager is defined by three primary facets: professional experience, disposition, and importance of individual attributes. We also found that (a) beliefs about the importance of educational experiences are positively related to hiring managers’ use of standardized assessment methods, and (b) that hiring managers’ beliefs about the importance of disposition are positively related to their use of non-standardized assessment methods and negatively related to their use of standardized assessment methods. Moreover, individuals who frequently used standardized tests and structured interviews are significantly less likely to perceive employee selection as an ambiguous process. This study contributes to the theory of employee selection by demonstrating that hiring managers’ prototype beliefs are significantly related to their use of employee selection practices. The results also suggest that using standardized methods of assessment may improve practitioners’ ability to evaluate the effectiveness of their employee selection decisions. A practical contribution of this study is that it informs organizations about the characteristics that hiring managers believe are important for someone in their line of work to possess.

Keyword [en]
employee selection, assessment methods, prototypes, task quality ambiguity, intuition-based hiring practices
National Category
Social Sciences
Research subject
Psychology
Identifiers
URN: urn:nbn:se:su:diva-95918OAI: oai:DiVA.org:su-95918DiVA: diva2:662410
Projects
Handeln som arbetsplats
Funder
Swedish Retail and Wholesale Development Council
Available from: 2013-11-07 Created: 2013-11-07 Last updated: 2013-11-11
In thesis
1. Employee selection: Mechanisms behind practitioners’ preference for hiring practices
Open this publication in new window or tab >>Employee selection: Mechanisms behind practitioners’ preference for hiring practices
2013 (English)Doctoral thesis, comprehensive summary (Other academic)
Abstract [en]

Despite the great advances science has made in developing selection decision aids practitioners’ generally remain reluctant to adopt them. This phenomenon is considered today one of the greatest gaps in industrial, work and organizational psychology. This thesis adopts a psychological approach to practitioners’ resistance toward hiring procedures with high predictive validity of work performance. Consequently, three specific research questions were examined, two of which highlighted aspects of self-regulation, and one focused on agency relation in order to study outcomes in terms of actual use of hiring procedures and intention to change hiring procedures. The present thesis comprises three studies. Questionnaire data is used in two studies (Study I and II) to study how 1) prototype beliefs and ability to evaluate the quality of own performance is related to use of selection decision methods; and also how 2) behavioral intention to change hiring practice is related to self-efficacy beliefs, causal attribution and past behavior. Data collected with semi-structured interviews is used in Study III in order to study practitioners’ experiences in collaborative contexts in employee selection. Study I found that prototype beliefs and task quality ambiguity perceptions varied across various hiring practices. The results from Study II showed that self-efficacy beliefs, external attributions of success and internal attributions of failure were related to intention to change hiring practices. Study III highlighted the prevalence of separate self-interests over more general organizational interests in the agentic relation between practitioners. In conclusion, the present thesis has implication for theory as well as practice when it concludes that conscious steered cognitive mechanisms are important for understanding practitioners’ resistance towards high standardized hiring practices.

Place, publisher, year, edition, pages
Stockholm: Department of Psychology, Stockholm University, 2013. 66 p.
Keyword
employee selection decision making, employee data collection methods, hiring practices, self-efficacy, causal attribution, behavioral intention, agency
National Category
Psychology
Research subject
Psychology
Identifiers
urn:nbn:se:su:diva-95890 (URN)978-91-7447-814-3 (ISBN)
Public defence
2013-12-20, David Magnussonssalen (U31), Frescati Hagväg 8, Stockholm, 10:00 (English)
Opponent
Supervisors
Note

At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Manuscript. Paper 3: Manuscript.

Available from: 2013-11-28 Created: 2013-11-06 Last updated: 2013-12-05Bibliographically approved

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