It seems like education, experience, etc. are very widely used – I can’t think of a single job I have applied for that didn’t require this information. How might applicants react if hiring decisions were made based on only this information? How might they react if hiring decisions were made without including any of this information?
How might voice and procedural justice affect the applicant's perception of the selection process in regard to application blanks? Many times one cannot clarify or specify information in application blanks and that might seem frustrating if selection decisions are being made based upon these blanks.
Good comments. I find this an important area for I/O psychologists to be up on - to help managers with this very basic process, repeated in every setting, of knowing how to 'read' information on education, experience, and perceive important other variables and make good decisions while avoiding future problems.
Was anyone else impressed by the importance of the rather mundane aspects of I-O psychology within organizations such as job analysis, performance appraisal, and selection processes as forming the basis for decisions that could have a major impact on the health and safety of all employees within the company as well as protecting the company from expensive legal entanglements?
Since the 1991 article, how have the legal system and court rulings adjusted to the more recent findings of previous experience and education with regard to predicting future work performance? Have I/O psychologists become more involved and responsible?
I wonder how access to someone's social media might play a role in all of this? I can see it moderating some of the relationships between education and experience on hiring decisions...
It seems like education, experience, etc. are very widely used – I can’t think of a single job I have applied for that didn’t require this information. How might applicants react if hiring decisions were made based on only this information? How might they react if hiring decisions were made without including any of this information?
ReplyDeleteHow can application blanks be made more objective?
ReplyDeleteHow might voice and procedural justice affect the applicant's perception of the selection process in regard to application blanks? Many times one cannot clarify or specify information in application blanks and that might seem frustrating if selection decisions are being made based upon these blanks.
ReplyDeleteGood comments. I find this an important area for I/O psychologists to be up on - to help managers with this very basic process, repeated in every setting, of knowing how to 'read' information on education, experience, and perceive important other variables and make good decisions while avoiding future problems.
ReplyDeleteWas anyone else impressed by the importance of the rather mundane aspects of I-O psychology within organizations such as job analysis, performance appraisal, and selection processes as forming the basis for decisions that could have a major impact on the health and safety of all employees within the company as well as protecting the company from expensive legal entanglements?
ReplyDeleteSince the 1991 article, how have the legal system and court rulings adjusted to the more recent findings of previous experience and education with regard to predicting future work performance? Have I/O psychologists become more involved and responsible?
ReplyDeleteI wonder how access to someone's social media might play a role in all of this? I can see it moderating some of the relationships between education and experience on hiring decisions...
ReplyDelete