This study aims to define the differences in interpreting the information gathered from the applicants during the selection process. In this context, the main focus of the study is how organizations differ in terms of selection methods. According to the field studies and qualitative studies conducted, it can be stated that although organizations mostly use the same traditional selection techniques, they have significant differences regarding the process. In the light of these findings, complementary and debatable issues and suggestions have been taken into consideration in detail
Kaynakça
ADKINS, Cheryl L.; RUSSELL, Craig J. ve
WERBEL, James D. (1994): “Judgments of Fit in the
Selection Process: The Role of Work Value
Congruence”, Personnel Psychology, Cilt 47, Sayı 3,
ss. 605-623.
ARVEY, Richard. D., ve CAMPION, James E.
(1982): “The Employment Interview: A Summary
and Review of Recent Research”, Personnel
Psychology, Cilt 35, Sayı 2, ss. 281-322.
BARCLAY Jean M. (1997): “Employee Selection: A
Question of Structure”, Personnel Review, Cilt 28,
Sayı 1/2, ss. 134-150.
BARCLAY Jean M. (2001): “Improving Selection
Interviews With Structure: Organisations’ Use of
“Behavioural” Interviews”, Personnel Review, Cilt
28, Sayı 1/2, ss. 134-150.
BERNARDIN, John H. ve RUSSEL A.E.Joyce,
(1998): Human Resource Management: An
Experiental Approach, İkinci Baskı, McGraw-Hill
International Studies,
CALLINAN Militza ve ROBERTSON, Ivan T.
(2000): “Work Sample Testing”, International
Journal of Selection and Assesment, Cilt 8, Sayı 4,
ss. 248-260.
CAMPION, Michael A.; PALMER, David K. ve
CAMPION James A. (1997): “A Review of the
Structure In The Selection Interview”, Personel
Psychology, Cilt 50, Sayı 3, ss. 655-701.
CAMPION, Michael A.; PURSELL, Elliot. D. ve
BROWN, K. Barbara (1988): “Structured
interviewing: Raising the Psychometric Properties of
the Employment Interview”, Personnel Psychology,
Cilt 41, ss. 25-42.
DIMAGGIO, Paul J. ve POWELL Walter W.
(1983): “Iron cage revisited: Institutional
isomorphism and collective rationality in
organizational fields”, American Sociological
Review, Cilt 48, ss. 147-160.
DREHER, George F.; ASH, Ronald. A. ve
HANCOCK, P. (1988): “The Role of the Traditional
Research Design in Underestimating the Validity of
the Employment Interview”. Personnel Psychology,
Cilt 41, ss. 315-327.
DUNNET Michael D. ve BORMAN W. Chris
(1979): “Personnel Selection and Classification
Systems”, Annual Review of Psychology, Cilt 30, ss.
477-525.
FARNHAM, David ve STEVENS, Amanda (2000):
“Developing and Implementing Competence Based
recruitment and Selection In A Social Services
Department”, The International Journal of Public
Sector Management, Cilt 13, Sayı 4, 369-382.
FERRIS, Gerald R.; BERKSON, Howard M. ve
HARRIS, Michael. M. (2002): “The Recruitment
Interview Process: Persuasion and Organization
Reputation Promotion in Competitive Labor
Markets”, Human Resource Management Review,
Cilt 12, Sayı 3, ss. 359-375.
GILMORE, David C. ve FERRIS, Gerald R. (1989):
“The Effects of Applicant Impression Management
Tactics on Interviewer Judgements”, Journal of
Management, Cilt 15, Sayı 4, ss. 557-564.
GOLDHAR, Damudar, Y. ve DESHPANDE, Satish
P. (1993): “An Emprical Investigation of HRM
Practices in JIT Firms”, Production and Inventory
Management Journal, Fourth Quarter, ss. 28-32.
GUION, M. Robert M. (1987): “Changing Views for
Personel Selection”, Personel Psychology, Cilt 40,
Sayı 2, ss. 199-213.
HENNESSEY Jr., H.W. ve BERNARDIN, John H.
(2003): “The Relationship between Performance
Appraisal Criterion Specificity and Statistical
Evidence of Discrimination”, Human Resource
Management, 42, Sayı 2, 143-158.
HILTON, David M. (2000): “Hiring and Retaining
Top Talent”, Credit Union Executive Journal, Cilt
40, Sayı 5, ss. 12-17.
JUDGE, Thomas A.; CABLE, Daniel M. ve
HIGGINS, Chad A. (2000): “The Employment
Interview: A Review of Recent Research and
Recommendations for Future Research”, Human
Resource Management Review, Cilt 10, Sayı 4, ss.
383-406.
LIN, Yei-Feng ve KLEINER, Brian H. (1999):
“How To Hire Employees Effectively?”,
Management Research News, Cilt 22, Sayı, 9, ss. 18-
29.
MOTOWIDLO, Stephan J. (1999): “Asking About
Past Behavior versus Hypothetical Behavior”, der.
Eder, R. W. ve Harris, M. M., The Employment
Interview Handbook içinde, Thousand Oaks,
California: Sage, ss. 179-190.
PARSONS, Charles K. ; CABLE, Daniel M. ve
LIDEN, Robert C. (1999) : “Establishing PersonOrganization
Fit”, der. Eder, R. W., Harris, M. M.,
The Employment Interview Handbook içinde,
Thousand Oaks, California: Sage, ss. 125-141.
ROBERTSON, Ivan T. ve KANDOLA, Richard S.
(1982): “Work Sample Tests: Validity, Adverse
Impact and Applicant Reaction”, Journal of
Occupational Psychology, Cilt 55, ss. 171-183.
SHOTLAND, Allison; ALLIGER M. George ve
SALES, Tom (1998): “Face Validity in the Context
of Personel Selection: A Multimedia Approach”,
International Journal of Selection and Assesment,
Cilt 4, Sayı 6, ss. 124-130.
TULLAR, William L. ve KAISER, Pula. R. (1999):
“Using New Technology: The Group Support
System”, der. Eder, R. W., Harris, M. M., The
Employment Interview Handbook içinde, Thousand
Oaks, California: Sage, ss. 279-292.
WILK Stefaniel L. ve CAPPELLI, Peter (2003):
“Understanding the Determinants of Employer Use
of Selection Methods”, Personnel Psychology, Cilt
56, ss. 103-124.
İŞE ELEMAN SEÇME YÖNTEMLERİNDE ÖRGÜTSEL FARKLILIKLAR ve ÖZGÜNLÜK TARTIŞMALARI
Çalışma, işe eleman seçme sürecinin çeşitli aşamalarında adaylardan, toplanan bilgilerin yorumlanmasındaki farklılıkları belirlemeyi hedeflemiştir. Bu bağlamda, örgütlerin hangi seçme yöntemleri ile birbirlerinden farklılıklar gösterdiğinin saptanması çalışmanın temel amacını oluşturmaktadır. Yapılan alan çalışması ve niteliksel araştırma yöntemleri ile elde edilen bulgulara göre, örgütlerin daha çok geleneksel seçim yöntemlerine bağlı kaldığı, ancak seçim süresince birbirlerinden anlamlı farklılıklar gösterdiği bulunmuştur. Bu bulgulara yönelik bütünsel, katkı sağlayıcı ve eleştirel tartışmalar ve önermeler detaylı bir şekilde ele alınmıştır
Kaynakça
ADKINS, Cheryl L.; RUSSELL, Craig J. ve
WERBEL, James D. (1994): “Judgments of Fit in the
Selection Process: The Role of Work Value
Congruence”, Personnel Psychology, Cilt 47, Sayı 3,
ss. 605-623.
ARVEY, Richard. D., ve CAMPION, James E.
(1982): “The Employment Interview: A Summary
and Review of Recent Research”, Personnel
Psychology, Cilt 35, Sayı 2, ss. 281-322.
BARCLAY Jean M. (1997): “Employee Selection: A
Question of Structure”, Personnel Review, Cilt 28,
Sayı 1/2, ss. 134-150.
BARCLAY Jean M. (2001): “Improving Selection
Interviews With Structure: Organisations’ Use of
“Behavioural” Interviews”, Personnel Review, Cilt
28, Sayı 1/2, ss. 134-150.
BERNARDIN, John H. ve RUSSEL A.E.Joyce,
(1998): Human Resource Management: An
Experiental Approach, İkinci Baskı, McGraw-Hill
International Studies,
CALLINAN Militza ve ROBERTSON, Ivan T.
(2000): “Work Sample Testing”, International
Journal of Selection and Assesment, Cilt 8, Sayı 4,
ss. 248-260.
CAMPION, Michael A.; PALMER, David K. ve
CAMPION James A. (1997): “A Review of the
Structure In The Selection Interview”, Personel
Psychology, Cilt 50, Sayı 3, ss. 655-701.
CAMPION, Michael A.; PURSELL, Elliot. D. ve
BROWN, K. Barbara (1988): “Structured
interviewing: Raising the Psychometric Properties of
the Employment Interview”, Personnel Psychology,
Cilt 41, ss. 25-42.
DIMAGGIO, Paul J. ve POWELL Walter W.
(1983): “Iron cage revisited: Institutional
isomorphism and collective rationality in
organizational fields”, American Sociological
Review, Cilt 48, ss. 147-160.
DREHER, George F.; ASH, Ronald. A. ve
HANCOCK, P. (1988): “The Role of the Traditional
Research Design in Underestimating the Validity of
the Employment Interview”. Personnel Psychology,
Cilt 41, ss. 315-327.
DUNNET Michael D. ve BORMAN W. Chris
(1979): “Personnel Selection and Classification
Systems”, Annual Review of Psychology, Cilt 30, ss.
477-525.
FARNHAM, David ve STEVENS, Amanda (2000):
“Developing and Implementing Competence Based
recruitment and Selection In A Social Services
Department”, The International Journal of Public
Sector Management, Cilt 13, Sayı 4, 369-382.
FERRIS, Gerald R.; BERKSON, Howard M. ve
HARRIS, Michael. M. (2002): “The Recruitment
Interview Process: Persuasion and Organization
Reputation Promotion in Competitive Labor
Markets”, Human Resource Management Review,
Cilt 12, Sayı 3, ss. 359-375.
GILMORE, David C. ve FERRIS, Gerald R. (1989):
“The Effects of Applicant Impression Management
Tactics on Interviewer Judgements”, Journal of
Management, Cilt 15, Sayı 4, ss. 557-564.
GOLDHAR, Damudar, Y. ve DESHPANDE, Satish
P. (1993): “An Emprical Investigation of HRM
Practices in JIT Firms”, Production and Inventory
Management Journal, Fourth Quarter, ss. 28-32.
GUION, M. Robert M. (1987): “Changing Views for
Personel Selection”, Personel Psychology, Cilt 40,
Sayı 2, ss. 199-213.
HENNESSEY Jr., H.W. ve BERNARDIN, John H.
(2003): “The Relationship between Performance
Appraisal Criterion Specificity and Statistical
Evidence of Discrimination”, Human Resource
Management, 42, Sayı 2, 143-158.
HILTON, David M. (2000): “Hiring and Retaining
Top Talent”, Credit Union Executive Journal, Cilt
40, Sayı 5, ss. 12-17.
JUDGE, Thomas A.; CABLE, Daniel M. ve
HIGGINS, Chad A. (2000): “The Employment
Interview: A Review of Recent Research and
Recommendations for Future Research”, Human
Resource Management Review, Cilt 10, Sayı 4, ss.
383-406.
LIN, Yei-Feng ve KLEINER, Brian H. (1999):
“How To Hire Employees Effectively?”,
Management Research News, Cilt 22, Sayı, 9, ss. 18-
29.
MOTOWIDLO, Stephan J. (1999): “Asking About
Past Behavior versus Hypothetical Behavior”, der.
Eder, R. W. ve Harris, M. M., The Employment
Interview Handbook içinde, Thousand Oaks,
California: Sage, ss. 179-190.
PARSONS, Charles K. ; CABLE, Daniel M. ve
LIDEN, Robert C. (1999) : “Establishing PersonOrganization
Fit”, der. Eder, R. W., Harris, M. M.,
The Employment Interview Handbook içinde,
Thousand Oaks, California: Sage, ss. 125-141.
ROBERTSON, Ivan T. ve KANDOLA, Richard S.
(1982): “Work Sample Tests: Validity, Adverse
Impact and Applicant Reaction”, Journal of
Occupational Psychology, Cilt 55, ss. 171-183.
SHOTLAND, Allison; ALLIGER M. George ve
SALES, Tom (1998): “Face Validity in the Context
of Personel Selection: A Multimedia Approach”,
International Journal of Selection and Assesment,
Cilt 4, Sayı 6, ss. 124-130.
TULLAR, William L. ve KAISER, Pula. R. (1999):
“Using New Technology: The Group Support
System”, der. Eder, R. W., Harris, M. M., The
Employment Interview Handbook içinde, Thousand
Oaks, California: Sage, ss. 279-292.
WILK Stefaniel L. ve CAPPELLI, Peter (2003):
“Understanding the Determinants of Employer Use
of Selection Methods”, Personnel Psychology, Cilt
56, ss. 103-124.