Keerthi Literature Review (Projet)

Psychometric sifting to efficiently select the right
service employees
E.G. Bateson, John; Wirtz, JochenAuthor Information ; Burke, Eugene; Vaughan,
Carly. Managing Service Quality 24.5 (2014): 418-433.
1. Abstract/Details
2. References 33
Abstract
TranslateAbstract
Purpose - Service employees in subordinate service roles are crucial for operational efficiency
and service quality. However, the stressful nature of these roles, inappropriate hire selection, and
the proliferation of job boards have created massive recruitment problems for HR departments.
The purpose of this paper is to highlights the growing costs of recruiting the right candidates for
service roles while offering an alternative approach to recruitment that is more efficient and
effective than the traditional approach. Design/methodology/approach - The study offers
empirical evidence of five instances in which the use of psychometric sifting procedures reduced
recruitment costs, while improving the quality of the resultant hires. Findings - By standing the
traditional recruitment process "on its head" and using psychometric tests at the start of the
selection process, the recruitment process can be significantly improved. Such tests efficiently
weed out unsuitable candidates before they even enter the recruitment process, leaving a
smaller, better-qualified pool for possible recruitment. Practical implications - Firms can safely
use the psychometric sifts to select applicants according to their operational efficiency, customer
orientation, and overall performance. This paper illustrates the use of both traditional
questionnaire measures and situational judgment tests to remove unsuitable applicants at the
start of the selection process. A real-life case study suggests that such an approach increases
the hiring success rate from 6:1 to 2:1. In the opening of a new supermarket by a UK group, this
process saved 73,000 hours of managers' time, representing $1.8 million savings in opening
costs. Originality/value - The paper offers a viable cost-saving alternative to a growing problem
for HR departments in service firms and provides directions for further research.
Details
Subject
Costs;
Boards;
Weeds;
Quality;
Recruitment;
Screening (sizing);
Sifting;
Psychometrics
Classification
B7: Management, Training, Regulations, Marketing (MB)
Identifier / keyword
Recruitment; Dependability and safety instrument; Psychometric test; Recruitment
efficiency; Selection; Service employees; Subordinate service roles; Recruitment
effectiveness; Situational judgement test
Title
Psychometric sifting to efficiently select the right service employees
Author
E.G. Bateson, John 1 ; Wirtz, Jochen; Burke, Eugene; Vaughan, Carly
1
Cass Business School, City University, London, UK
Correspondence author
E.G. Bateson, John
Publication title
Managing Service Quality
Volume
24
Issue
5
Pages
418-433
Number of pages
16
Publication year
2014
Year
2014
Publisher
Emerald Group Publishing Limited, 60-62 Toller Lane Bradford West Yorkshire BD8 9BY United
Kingdom
ISSN
0960-4529
Source type
Scholarly Journals
Summary language
English
Language of publication
English
Document type
Journal Article
Subfile
Materials Business File (MB)
Update
2015-09-01
Accession number
PQ0001707125
ProQuest document ID
1709741871
Document URL
https://search.proquest.com/docview/1709741871?accountid=166506
Last updated
2015-12-07
Database
Materials Science & Engineering Database
THE SIGNIFICANCE OF AWARENESS ABOUT

SELECTION AND RECRUITMENT PROCESSES
IN STUDENTS' CAREER DECISION MAKING
Shar Baloch, Rashid Ali; Shah. European Scientific Journal 10.14 (May 2014).
1. Abstract/Details
2. References 50
Abstract
TranslateAbstract
Mostly information used by the students in deciding their future careers are based on the
information they acquire during childhood through their parents or guardians, friends and
teachers, the mass media or social interaction. Usually career choices are made without the
consideration of selection and recruitment processes criterion and such career decision making
concludes with despair and disappointment due to unawareness about the selection and
recruitment process. Successful and effective career decision making requires the
comprehensive knowledge of selection and recruitment process of desired profession. This study
focuses to ascertain the significance of awareness about selection process in students' career
choices. Analyzed 572 surveys received from students of 9th grade to sophomore of three
different schools, out of which two were situated in urban area and one was in rural area. By
applying regression analysis results indicate positive and significant relationship between
awareness of selection and recruitment process and students' career decision making and career
choices. Also significant impact was observed on the familiar influences, social influences on
students' career decision making, choices persistence and selection of college majors.
Researcher identified and discussed a set of limitations, recommendations and future
perspective studies in conclusion.
Details
Subject
Decision making;
Recruitment;
Regression analysis;
Children;
Media (selective);
Social interactions
Classification
W 30965: Miscellaneous, Reviews
Title
THE SIGNIFICANCE OF AWARENESS ABOUT SELECTION AND RECRUITMENT
PROCESSES IN STUDENTS' CAREER DECISION MAKING
Author
Shar Baloch, Rashid Ali 1 ; Shah
1
Department of Public Administration, University of Sindh, Jamshoro, Sindh, Pakistan
Shar Baloch, Rashid Ali
Publication title
European Scientific Journal
Volume
10
Issue
14
Publication year
2014
Year
2014
Publisher
European Scientific Institute, University Ss Cyril and Methodius, Republic of Macedonia Republic
of Macedonia contactujournal.org http://www.eujournal.org/index.php/esj/index
ISSN
1857-7881
eISSN
1857-7431
Source type
Scholarly Journals
Peer reviewed
Yes
Summary language
English
English
Document type
Journal Article
Subfile
Biotechnology and Bioengineering Abstracts
Update
2016-12-01
Accession number
PQ0003847504
1846405893
Document URL
Last updated
2016-12-22
Database
The 'rain dance' of selection in

construction: rationality as ritual and the
logic of informality
Lockyer, ClifAuthor Information ; Scholarios, DoraAuthor Information
. Personnel Review 36.4 (2007): 528-548.
1. Abstract/Details
2. References 25
Show duplicate items from other databases

Hide highlighting
Abstract
TranslateAbstract
Purpose - Recruitment and selection in the construction industry is ad hoc - the search for
workers to match immediate employment needs is unsystematic, usually conducted in a
short-termist manner, and often contributes to, rather than overcomes,
persistent recruitment difficulties and skill shortages. The purpose of this paper is to explore
the recruitment context and selection practice in the Scottish construction sector, and
proposes a model of the selection decision process which may provide an explanation for this
apparently unsystematic approach. Design/methodology/approach - A survey based on a
sample from the 1998 Scottish Chambers of Commerce Business Survey database was used
to examine the pattern of recruitment, contextual influences on recruitment, the qualities
sought by employers, and the extent of use of various recruitment and selection methods.
Further qualitative data was gathered from a subset of construction and surveyors firms to
explore the nature of selection processes. Findings - The data highlighted the lack of rigour
in recruitment and selection and the presence of formalised procedures only in the larger
firms. Qualitative evidence shows an emphasis on the visual assessment of work, the
importance of site managers in making decisions, and the presence of local industry
networks. Research limitations/implications - The survey could provide only an indicative

description of practice amongst Scottish firms and larger scale accounts of practice would be
useful. Nevertheless, the contribution of the qualitative research was to explore the dynamics
of selection for a rarely studied work context. Originality/value - Construction firms are
found to share many of the constraints in adopting formal HRM practices already identified
in small firms in unpredictable environments.
Details
Subject
Recruitment;
Construction;
Mathematical models;
Construction industry;
Databases;
Searching;
Logic;
Assessments;
Commerce;
Shortages;
Networks;
Rain;
Business;
Dynamic tests;
Employment;
Dynamics;
Methodology;
Chambers;
Skills
Classification
URL
http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=BDB7E76
Title
The 'rain dance' of selection in construction: rationality as ritual and the logic of
informality
Author
Lockyer, Clif; Scholarios, Dora
Lockyer, Clif
Publication title
Personnel Review
Journal abbreviation
Personnel Rev.
Volume
36
Issue
4
Pages
528-548
Number of pages
21
Publication date
2007
Publication year
2007
Year
2007
Publisher
Emerald, 60/62 Toller Lane, Bradford, West Yorkshire, BD8 9BY, UK,
[URL:http://www.emeraldinsight.com]
ISSN
0048-3486
Source type
Scholarly Journals
Peer reviewed
Yes
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1108/00483480710752786
Update
2009-04-01
Accession number
200904-B7-0051963 (MB)
33559028
Document URL
Last updated
2011-11-14
Database
Search this subject area...
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Cited by (11)
Documents with shared references(651)
Related items
Search with indexing terms
Subject
Recruitment
Construction
Mathematical models
Construction industry
Databases
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Does excellence have a gender?: A national research

study on recruitment and selection procedures for
professorial appointments in The Netherlands
van den Brink, Marieke; Brouns, Margo; Waslander, SietskeAuthor Information
Relations: An International Journal 28.6 (2006): 523-539.
. Employee
1. Abstract/Details
2. References 28
Hide highlighting
Abstract
TranslateAbstract
Purpose - The purpose of this research is to show that upward mobility of female academics in
regular selection procedures is evolving extremely slowly, especially in The Netherlands. This
paper aims at a more profound understanding of
professorial recruitment and selection procedures in relation to gender differences at Dutch
universities. Design/methodology/approach - This paper explores the recruitment of university
professors as a gendered process and is mainly based on the analysis of selectioncommittee
reports between 1999-2003 from six large Dutch universities (n=682). Findings - The research
findings give a clear indication of gender differences in selection and recruitment procedures.
Although not in all disciplines, the paper observes a disparity in the percentages of male and
female applicants who were successful in the selection procedure. There is no confirmation of
the predicted relationship with the nature of the procedure (open/closed), but there is a
correlation with the number of women on the committee. Research limitations/implications - As it
was not possible to make any pronouncements about the quality of the applicants, a strict
measurement of gender bias is not possible. Practical implications - The results show that
academic disciplines are gendered in a different way, requiring different measures at the
institutional and individual levels. Originality/value - This is the first paper
on recruitment and selection procedures that takes into account disciplinary differences and
factors such as the number of applicants for each professorship and the recruitment potential by
gender.
Details
Subject
Recruitment;
Females;
Design engineering;
Males;
Paper;
Bias
Classification
Title
Does excellence have a gender?: A national research study
on recruitment and selection procedures for professorial appointments in The Netherlands
Author
van den Brink, Marieke; Brouns, Margo; Waslander, Sietske
van den Brink, Marieke
Publication title
Employee Relations: An International Journal
Empl. Relat.: Int. J.
Volume
28
Issue
6
Pages
523-539
Number of pages
17
Publication date
2006
Publication year
2006
Year
2006
Publisher
ISSN
0142-5455
Source type
Scholarly Journals
Peer reviewed
Yes
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1108/01425450610704470
Update
2008-01-01
Accession number
200801-B7-003568 (MB)
30981765
Document URL
Last updated
2011-11-12
Database
London calling: selection as pre-emptive strategy for

cultural control
Brannan, Matthew JAuthor Information ; Hawkins, Beverley. Employee Relations: An
International Journal 29.2 (2007): 178-191.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
Purpose - This article seeks to explore forms of selection practice, focusing on role-play
techniques, which have been introduced in many organizations in an attempt to
'objectivize'the selection process by offering a means of assessing task-specific aptitudes.
Design/methodology/approach - This article draws upon an ethnographic study of a call centre in
which the researcher underwent the recruitment and selection process to secure work as a
precursor to conducting fieldwork within the organization. Whilst there is little precedent for the
employment of ethnographic techniques in researching recruitment and selection, we argue such
techniques are appropriate to explore the social processes involved in practices such as roleplay. The discussion draws upon fieldwork which was conducted at 'CallCentreCo', who
continuously recruit customer service representatives (CSRs) to work in their call centre.
CallCentreCo uses role-playing exercises extensively in the selection of all grades of staff and are
argued by CallCentreCo's Human Resource Manager to be essential in the recruitment of CSRs
to ensure the selection of suitable candidates and minimize initial attrition rates. Findings - This
article makes two contributions: first it provides empirical evidence to explore the basis of
structured interviews by revealing how the view that role-play can
'objectivize'the selection process is potentially built upon false assumptions. Second, the article
argues that supposedly 'objective' practices such as role-play seek to legitimize the
overwhelmingly subjective interview process in order that it may serve purposes beyond
initial selection: namely the control of future employees before they even enter the organization.
Research limitations/implications - Although we make no attempt to generalize from such a
limited case study, this article raises issues that are likely to be relevant to organizations as they
increasingly search for more 'effective'selectionprocedures, and to academic endeavors to
critically theorize the purpose and effects of selection for the employment relation.
Originality/value - The originality of this approach lies in the ethnographic study of the interview
as a social interaction, the richness of which may be lost in the quantitatively dominated
approach to analyzing selection.
Details
Subject
Recruitment;
Call centres;
Employment;
Attrition;
Precursors;
Customer services;
Conduction;
Empirical analysis;
Human resources
Classification
Title
London calling: selection as pre-emptive strategy for cultural control
Author
Brannan, Matthew J; Hawkins, Beverley
Brannan, Matthew J
Publication title
Employee Relations: An International Journal
Empl. Relat.: Int. J.
Volume
29
Issue
2
Pages
178-191
Number of pages
14
Publication date
2007
Publication year
2007
Year
2007
Publisher
ISSN
0142-5455
Source type
Scholarly Journals
Peer reviewed
Yes
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1108/01425450710720002
Update
2008-01-01
Accession number
200801-B7-003558 (MB)
30984231
Document URL
Last updated
2011-11-12
Database
A survey of recruitment and selection practices in

Egypt
El-Kot, GhadaAuthor Information ; Leat, MikeAuthor Information . Education, Business
and Society: Contemporary Middle Eastern Issues 1.3 (2008): 200-212.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
Purpose - The paper's aims are to ascertain whether there is evidence of Egyptian
organisations using recruitment and selectionpractices which are context specific and whether
different practices are used for different job types; whether responsibility
for recruitment and selection is shared between HRM specialists and line management; and
whether there is evidence of increasing devolution of this responsibility to line managers.

Design/methodology/approach - Data were collected between May and July 2007 and
produced 108 usable questionnaires. The questionnaire was adapted from the Price
Waterhouse Cranfield project on HRM in Europe. Findings - There is some evidential support
for the influence of the Egyptian national context upon the practices used, with different
practices, including the number of techniques being used for the recruitment and selection of
different job types. There is evidence of substantial sharing of this responsibility with line
management through consultation and of an increased devolution of responsibility to line
management. Research limitations/implications Investigating recruitment and selection practices with the influence of ownership and by
organisational size is needed to pursue whether there are significant associations between
these variables. Practical implications - Organisations moving into Egypt would not appear to
be confronted with substantial resistance to the adoption of new methods and techniques for
recruiting and selecting staff or the adoption of different methods for different job types,
neither with resistance if they wish to involve line management in the decisionmaking process. Originality/value - The influence of the Egyptian national context upon
the recruitment and selection practices used is an important issue for organisations to know
the best recruitment and selection methods.
Details
Subject
Recruitment;
Management;
Devolution;
Business;
Consultation;
Education;
Ownership;
Decision making;
Methodology
Classification
URL
http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=C599298
Title
A survey of recruitment and selection practices in Egypt
Author
El-Kot, Ghada; Leat, Mike

El-Kot, Ghada
Publication title
Education, Business and Society: Contemporary Middle Eastern Issues
Volume
1
Issue
3
Pages
200-212
Number of pages
13
Publication date
2008
Publication year
2008
Year
2008
Publisher
ISSN
1753-7983
Source type
Scholarly Journals
Peer reviewed
Yes
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1108/17537980810909823
Update
2009-02-01
Accession number
200902-B7-0007333 (MB)
35653257
Document URL
Last updated
2011-11-14
Organizational Recruitment as a TwoStage Process. A Comparative Analysis of

Detroit and Yokohama
Marx, JonathanAuthor Information
. Work and Occupations 15.3 (Aug 1988): 276-293.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
A lack of consensus exists on the relationship between modernization and formalization in
organizational recruitment. The absence of agreement is partially a product of the failure to
examine recruitment as a dual process of information dispersion and selection. After empirically
examining recruitment as a two-stage process in Detroit and Yokohama, it was found that the
discrepant findings are in part a result of different temporal focus in the recruitment process by
researchers. The article points to the necessity of studying the entire recruitment process and the
need to isolate the contingencies that shape the character of employee acquisition.
Details
Subject
Contingency;
Dispersions;
Empirical analysis;
Marketing;
Modernization;
Occupation;
Recruitment;
Temporal logic
Classification
Title
Organizational Recruitment as a Two-Stage Process. A Comparative Analysis of Detroit and
Yokohama
Author
Marx, Jonathan 1
1
Indiana University at Bloomington
Marx, Jonathan
Publication title
Work and Occupations
Volume
15
Issue
3
Pages
276-293
Number of pages
18
Publication year
1988
Year
1988
Publisher
Sage Publications Ltd., 6 Bonhill St. London EC2A 4PU UK
ISSN
0730-8884
Source type
Scholarly Journals
Peer reviewed
Yes
Summary language
English
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1177/0730888488015003003
Update
2013-02-01
Accession number
13507077
1283691426
Document URL
Last updated
2013-02-05
Database
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Subject
Greenfield recruitment and selection: Implications

for the older worker
Hallier, JerryAuthor Information
1. Abstract/Details
. Personnel Review 30.3 (2001): 331-351.
2. References 42
Hide highlighting
Abstract
TranslateAbstract
The recruitment of young, 'green' workers has long been recognised as a defining characteristic
of the greenfield site. Extends understanding of how person-centred recruitment, with its
emphasis on employee acceptability, disadvantages the older greenfield applicant. Whether it be
a new high commitment or customer service site, worker age is shown to combine with the
conventional recruitment criteria of skill, class and gender to constitute an excluded labour
segment. In its superior capacity to shape workforce composition, greenfield personcentred recruitment is shown to be important to understanding the ways in which managerial
control is pursued and exercised more widely than within the labour process. Leopold and
Hallier's framework of greenfield types is also modified to encompass new customer service sites
where acceptability recruitment is critical to greenfield employers' labour relations strategies.
Concludes that person-centred recruitment should be studied as a critical feature of greenfield
workplace politics and practices.
Details
Subject
Recruitment;
Customer services;
Acceptability;
Politics;
Workplaces
Classification
Title
Greenfield recruitment and selection: Implications for the older worker
Author
Hallier, Jerry
Hallier, Jerry
Publication title
Personnel Review
Personnel Rev.
Volume
30
Issue
3
Pages
331-351
Number of pages
21
Publication date
2001
Publication year
2001
Year
2001
Publisher
ISSN
0048-3486
Source type
Scholarly Journals
Peer reviewed
Yes
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1108/00483480110385951
Update
2008-01-01
Accession number
200801-B7-022020 (MB)
30986686
Document URL
Last updated
2011-11-12
Database
Graduate recruitment and selection in the UK: A

study of the recent changes in methods and
expectations
Branine, MohamedAuthor Information
513.
. Career Development International 13.6 (2008): 497-
1. Abstract/Details
2. References 28
Hide highlighting
Abstract
TranslateAbstract
Purpose - This paper seeks to examine the changes in the methods of
graduate recruitment and selection that have been used by UK-based organisations and to
establish the reasons for the main changes and developments in the process of attracting and
recruiting graduates. Design/methodology/approach - Data were collected through the use of a
structured questionnaire. Questionnaires were sent to 700 UK-based employers selected from
the Prospects Directory, the Graduate Employment and Training (GET) Directory and the Times
Top 100 Graduate Recruiters. The response rate was just over 50 per cent and the data were
analysed by using the statistical analysis software SPSS. The variables used were organisation
size, recruitment methods, selection methods, cost, skills and reasons for the use of methods.
Findings - The analysis has shown that all employers, regardless of organisation size or activity
type, tend to use more sophisticated, objective and cost-effective methods
of recruitment and selection than before. The process of graduate recruitment and selection in
the UK has become more person-related than job-oriented because many employers are more
interested in the attitudes, personality and transferable skills of applicants than the type or level of
qualification acquired. Although some of the usual methods such as interviewing remain popular,
there is a greater variety of ways by which graduates are attracted to and selected for their first
jobs. Originality/value - The findings of this study are expected to be useful for employers
considering the introduction of new graduate recruitment programmes and for those wishing to
improve their existing ones as well as for institutions of higher education to reconsider the type of
knowledge and skills they provide in order to prepare their students for the real world of work.
Details
Subject
Graduates;
Recruitment;
Skills;
UK;
Directories;
Students;
Computer programs;
Design engineering;
Education;
Software;
Statistical analysis;
Training;
Personality;
Employment;
Cost analysis;
Methodology
Classification
URL
http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=E5833A8
Title
Graduate recruitment and selection in the UK: A study of the recent changes in methods and
expectations
Author
Branine, Mohamed
Branine, Mohamed
Publication title
Career Development International
Career Dev. Int.
Volume
13
Issue
6
Pages
497-513
Number of pages
17
Publication date
2008
Publication year
2008
Year
2008
Publisher
ISSN
1362-0436
Source type
Scholarly Journals
Peer reviewed
Yes
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1108/13620430810901660
Update
2009-02-01
Accession number
200902-B7-0004854 (MB)
35412095
Document URL
Last updated
2011-11-14
Database
Contingency
Dispersions
Empirical analysis
Marketing
Modernization
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The correlation effects between recruitment,

selection, training, development and employee stress,
satisfaction and commitment: findings from a survey
of 30 hospitals in India
Saxena, Neha; Rai, Himanshu. International Journal of Healthcare Technology and
Management 15.2 (0, 2016): 142-161.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
The paper explores the correlation effects of recruitment, selection, training and development in
public and private hospitals of India. The data was collected using a questionnaire survey method
from the medical staff including doctors, nurses and administrators of 30 (15 private and 15
government) hospitals in India. The data was analysed using statistical measures like descriptive
statistics, correlation and regression. The results revealed that the public hospital employees
were more satisfied with their recruitment and selection process, less committed to their
organisation and experienced lower levels of occupational stress than the employees of private
hospitals. Furthermore, the healthcare personnel who were satisfied with
the recruitment, selection, training and development process were also found to be satisfied with
their job and career. These persons are more committed to their organisation and experienced
lower levels of occupational stress.
Details
Subject
Health care;
Training;
Occupational;
Recruitment;
Correlation;
Stresses;
India;
Hospitals
Classification
HEALTHCARE AND BIOSCIENCES; MANAGEMENT AND BUSINESS; PUBLIC POLICY AND
ADMINISTRATION; MANAGEMENT AND BUSINESS; Healthcare and Medical
Engineering; Policy and Organisational Management; Public Policy and Public
Services; Technology and Innovation Management
Title
The correlation effects between recruitment, selection, training, development and employee
stress, satisfaction and commitment: findings from a survey of 30 hospitals in India
Author
Saxena, Neha 1 ; Rai, Himanshu
Uttar Pradesh Technical University, IET Campus, Sitapur Road, Lucknow, Uttar Pradesh
226021, India
Saxena, Neha
Publication title
International Journal of Healthcare Technology and Management
Volume
15
Issue
2
Pages
142-161
Number of pages
20
Publication year
2016
Year
2016
Publisher
Inderscience Publishers Ltd., PO Box 735 Olney Bucks MK46 5WB United Kingdom
ISSN
1368-2156
eISSN
1741-5144
Source type
Scholarly Journals
Peer reviewed
Yes
Summary language
English
English
Document type
Journal Article
Subfile

DOI
http://dx.doi.org/10.1504/IJHTM.2015.074555
Update
2016-06-01
Accession number
PQ0002717830
1793276869
Document URL
Last updated
2016-06-02
Database
Auditing recruitment and selection using generic

benchmarking: a case study
Ifill, Sharon; Moreland, Neil. TQM Magazine 11.5 (1999): 333-341.
1. Abstract/Details
2. References 15
Hide highlighting
Abstract
TranslateAbstract
This article provides an account of an audit on the recruitment and selection systems and
procedures in place within a printing company based in the West Midlands (England). A human
resource audit (HRA) of generic benchmarks was developed from a literature review. The audit
subsequently was applied to establish the current position of the company in the areas
of recruitment and selection. The empirical investigation process primarily consisted of content
analysis of documents and the interviewing of 13 staff within the company. As a result of the
audit, the recruitment and selection processes, systems and procedures were identified as
ineffective. Consequently, an action plan was developed as part of a quality
improvement process and preparation for Investors in People Award. As a result of the
implementation of the recommendations, the culture of the company and the staff should become
more focused, systematic and of a higher quality.
Details
Subject
Awards;
Benchmarking;
Benchmarks;
Culture;
Literature reviews;
Recruitment;
Total quality management;
West Midlands
Classification
80: Management and Marketing (MT)
B3: Engineering, Control and Testing, Machinery (MB)
Title
Auditing recruitment and selection using generic benchmarking: a case study
Author
Ifill, Sharon 1 ; Moreland, Neil
1
Sharon Ifill is based at the University of Wolverhampton, Walsall, UK.
Ifill, Sharon
Publication title
TQM Magazine
Volume
11
Issue
5
Pages
333-341
Number of pages
9
Publication year
1999
Year
1999
Publisher
Emerald Group Publishing Limited, 60-62 Toller Lane Bradford West Yorkshire BD8 9BY United
Kingdom
ISSN
0954-478X
Source type
Scholarly Journals
Summary language
English
English
Document type
Journal Article
Number of references
15
Subfile
Mechanical & Transportation Engineering Abstracts (MT); Materials Business File (MB)
DOI
http://dx.doi.org/10.1108/09544789910282435
Update
2012-11-01
Accession number
17106138
1136345468
Document URL
Last updated
2012-11-06
Database
Making the recruitment decision for fresh university

graduates: a study of employment in an industrial
organisation
Zarei, Mohammad HosseinAuthor Information ; Wong, Kuan Yew. International Journal of
Management and Decision Making 13.4 (2014): 380-402.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
Owing to the intense need for educated and talented workforce, especially in developing
countries, recruiting fresh university graduates has become an important issue for organisations.
However, conventional recruitment and personnel selection methods may be unable to fulfil the
task due to some uncertainties and complexities such as lack of past work experience or
creeping subjectivity into the recruitment process of fresh graduates. This paper addresses the
problem by proposing a two-fold recruitmentapproach which benefits from human resource
personnel selection methods and analytic hierarchy process (AHP). A study of employment for
an industrial organisation in Malaysia was conducted and the proposed model was applied. The
study has shown the overriding role of university lecturers for the recruitment of fresh graduates.
The consistency and validation of the model was examined through experimental procedures
based on consistency test and sensitivity analysis.
Details
Subject
Personnel selection;
Sensitivity analysis;
Recruitment;
Tasks;
Graduates;
Employment;
Consistency;
Analytic hierarchy process
Classification
80: Management and Marketing (CE)
MANAGEMENT AND BUSINESS; Decision Sciences and Decision Making; Policy and
Organisational Management
Title
Making the recruitment decision for fresh university graduates: a study of employment in an
industrial organisation
Author
Zarei, Mohammad Hossein 1 ; Wong, Kuan Yew
1
Faculty of Mechanical Engineering, Department of Manufacturing and Industrial Engineering,
Universiti Teknologi Malaysia, 81310 UTM Skudai, Malaysia

Zarei, Mohammad Hossein
Publication title
International Journal of Management and Decision Making
Volume
13
Issue
4
Pages
380-402
Number of pages
23
Publication year
2014
Year
2014
Publisher
ISSN
1462-4621
eISSN
1741-5187
Source type
Scholarly Journals
Peer reviewed
Yes
Summary language
English
English
Document type
Journal Article
Subfile
Mechanical & Transportation Engineering Abstracts (MT); Materials Business File (MB); CSA /
ASCE Civil Engineering Abstracts (CE)
DOI
http://dx.doi.org/10.1504/IJMDM.2014.065357
Update
2015-01-01
Accession number
20930809
1642224695
Document URL
Last updated
2015-01-06
Database
Credit Suisse pioneers structured

recruiting: Employee selection process
based on latest scientific and practical
research
Human Resource Management International Digest 13.5 (2005): 5-7.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
Purpose - Explores a pioneering 'structured recruitment process' (SRP) introduced at Credit

Suisse. Design - Contains information from a presentation to journalists by the Credit Suisse
global head of human resources and its head of business-support human-resource
management. Findings - Describes why and how Credit Suisse introduced
structured recruitment, the benefits the system has brought and some of the pitfalls the
organization has overcome along the way. Value - Takes a very practical approach to a topic
that is often shrouded in mystery. Practical implications - Contains plenty to interest any
organization seeking to take a more structured approach to recruitment.
Details
Subject
Recruitment;
Design engineering;
Resource management;
Human resources
Classification
Title
Credit Suisse pioneers structured recruiting: Employee selection processbased on
latest scientific and practical research
Publication title
Human Resource Management International Digest
Human Resour. Manage. Int. Dig.
Volume
13
Issue
5
Pages
5-7
Number of pages
3
Publication date
2005
Publication year
2005
Year
2005
Publisher
ISSN
0967-0734
Source type
Scholarly Journals
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1108/09670730510607081
Update
2008-01-01
Accession number
200801-B7-008819 (MB)
30969447
Document URL
Last updated
2011-11-12
Database
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Subject
Recruitment
Search button
Design engineering
Resource management
Human resources
Search
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Recruitment and selection processes

through an efective GDSS*
Shih, Hsu-Shih; Huang, Liang-Chih; Shyur, Huan-Jyh. Computers & Mathematics with
Applications 50.10-12 (Nov.-Dec. 2005): 1543-1558.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
This study proposes a group decision support system (GDSS), with multiple criteria to assist
in recruitment and selection (R&S) processes of human resources. A two-phase decision-making
procedure is first suggested; various techniques involving multiple criteria and group participation
are then defined corresponding to each step in the procedure. A wide scope of personnel
characteristics is evaluated, and the concept of consensus is enhanced. The procedure
recommended herein is expected to be more effective than traditional approaches. In addition,
the procedure is implemented on a network-based PC system with web interfaces to support the
R&S activities. In the final stage, key personnel at a human resources department of a chemical
company in southern Taiwan authenticated the feasibility of the illustrated example.
Details
Subject
Recruitment;
Personnel;
Human resources;
GDSS;
Feasibility;
Polycarbonates;
User interfaces;
Group decision support systems;
Management;
Networks;
Decision making;
Websites;
World Wide Web
Classification
63: Mathematics and Computation (CE)
63: Mathematics and Computation (MT)
50: Mathematics of Computing (General) (CI)
Title
Recruitment and selection processes through an effective GDSS*
Author
Shih, Hsu-Shih 1 ; Huang, Liang-Chih; Shyur, Huan-Jyh
1
Graduate Institute of Management Science Tamkang University 151 Ying-Chuan Rd., Tamsui,
Taipei, Taiwan 25137, R.O.C. hshih@mail.tku.edu.tw

Shih, Hsu-Shih
Author e-mail address
hshih@mail.tku.edu.tw
Publication title
Computers & Mathematics with Applications
Comput. Math. Appl.
Volume
50
Issue
10-12
Pages
1543-1558
Number of pages
16
Publication date
Nov.-Dec. 2005
Publication year
2005
Year
2005
Publisher
Elsevier Science Ltd , Oxford Fulfillment Centre, P.O. Box 800, Kidlington, Oxford, OX5 1DX, UK,
[URL:http://www.elsevier.com]
ISSN
0898-1221
Source type
Scholarly Journals
Peer reviewed
Yes
English
Document type
Journal Article
Subfile
Civil Engineering (CE); Mechanical & Transportation Engineering (MT); Computer & Information
Systems (CI)
DOI
http://dx.doi.org/10.1016/j.camwa.2005.08.026
Update
2007-06-01
Accession number
200706-63-193545 (CE), 200706-63-401604 (MT), 200706-50-072548 (CI)
29575194
Document URL
Last updated
2011-11-12
Database
Cite
Email
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Cited by (6)
Related items
Subject
Recruitment
Personnel
Human resources
GDSS
Feasibility
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Document37 of 16,572
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Recruitment tests improve track safety.
Elliot, Lucy. Permanent Way Institution Journal and Report of Proceedings

123.3 (July 2005): 119-121.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
For the last 5 years psychologists from OPC Assessment have been carrying out research into
improving the recruitment of track workers through the use of psychometric tests
during selection. The research had 2 main aims: to demonstrate the key stages required in the
development of a robust selection process for safety-critical employees; and to develop and
trial an effective selectionprocess for safety-critical roles on the track. Rail relevant
psychometric tests were selected to measure the qualities needed: (1) a concentration test
called the Safe Concentration and Attention Test; (2) a Safe Personality Questionnaire; (3) a
Rail Maintenance Engineering Exercise; (4) a verbal reasoning test called the Rules
Acquisition Aptitude Test. The implication of this research is that by using these tests (or
similar ones) during recruitment, an organization is more likely to correctly select those
people who are going to be good, safe performers in training and on the track.
Details
Subject
ANTE;
Permanent way;
Industrial health and safety;
Employees;
Psychology;
Psychometric tests;
OPC Assessment Ltd.
Title
Recruitment tests improve track safety.
Author
Elliot, Lucy
Elliot, Lucy
Publication title
Permanent Way Institution Journal and Report of Proceedings
Volume
123
Issue
3
Pages
119-121.
Publication date
July 2005
Publication year
2005
Year
2005
Publisher
Permanent Way Institution, 11 Caraway Place, Meir Park, Stoke on Trent, ST3 7FE,
UK, [mailto:pwi.bjn@virgin.net], [URL:http://www.permanentwayinstitution.com]
ISSN
0031-5524
Source type
Scholarly Journals
English
Document type
Journal Article
Document feature
il.
Subfile
ANTE: Abstracts in New Technologies and Engineering (AN)
Accession number
00383423 (AN)
28621339
Document URL
Last updated
2011-11-11
Database
Cite
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Subject
Search button
<b>ANTE</b>
Permanent way
Industrial health and safety
Employees
Psychology
overlay.More...
Search
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Director Recruitment: The Nominations

Process
Zimbelman, Karen. Management Quarterly; Washington 26.4 (Winter 1985/1986): 2.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
One of the most important functions of a corporation's board of directors is to perpetuate a strong
and effective board. This is a year-round responsibility that requires each board member to be on
the lookout constantly for potential candidates. The nominations committee selected to oversee
the recruitment, nominations, and elections process should be small. The steps in
director recruitment include: 1. selection of nominations committee members, 2. opening up of
nominations by the committee, 3. formal contacts with the candidates to determine their interest,
4. announcement of the selection of candidates, 5. distribution of voters' petitions, including
statements from all candidates, 6. closing the nominations process, and 7. overseeing the
collection and counting of all ballots.
Details
Subject
Recruitment;
Processes;
Nominations;
Electric utilities;
Cooperatives;
Boards of directors
Classification
8340: Electric, water & gas utilities, including waste management industry (seel also 1540)
2110: Boards of directors
Title
Director Recruitment: The Nominations Process
Author
Zimbelman, Karen
Publication title
Management Quarterly; Washington
Volume
26
Issue
4
Pages
2
Number of pages
4
Publication year
1986
Publication date
Winter 1985/1986
Year
1986
Publisher
National Rural Electric Cooperative Association
Place of publication
Washington
Country of publication
United States
Publication subject
Engineering--Electrical Engineering
ISSN
00251860
CODEN
MQMQAE
Source type
Trade Journals
English
Document type
PERIODICAL
Accession number
00323588
233563761
Document URL
Copyright
Copyright National Rural Electric Cooperative Association Winter 1985/1986
Last updated
2014-05-22
Database
Cite
Email
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Related items
Subject
Recruitment
Processes
Search button
Nominations
Electric utilities
Cooperatives
Search
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A TOPSIS-Based Multi-Criteria Approach to

Faculty Recruitment: A Case Study
Behera, D KAuthor Information ; Sarkar, Asis. Applied Mechanics and
Materials 415.Automatic Control and Mechatronic Engineering II (Sep 2013):
741-744.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
Selection of qualified faculty is a key success factor for any university. The aim of this paper
is to support adequately the decision making process for those connected with the
faculty selection process. The steps of fuzzy TOPSIS technique are considered, incorporating
a new concept for the ranking of the alternative candidates. The candidates are judged on the
following criterias such as strategy formulation/strategic decision making capability, change
management /change adaptability, communication/interpersonal skill, leadership, risk/crisis
management, knowledge of software/software tools , professional experience , and
educational background. Five candidates with different skills are taken for the judgment of
their fate. They were asked to answer a set of questionnaires made by the experts and after
that they were evaluated by the experts board. The real life application on the selectionof any
executive member/post shows the practical utility of this method.
Details
Subject
Boards;
Software;
Skills;
Decision making;
Computer programs;
Education;
Recruitment;
Fuzzy
Classification
62: Theoretical Mechanics and Dynamics (MT)
62: Theoretical Mechanics and Dynamics (CE)
Closeness Ratio; Linguistic Variables; Management; Multi-Criteria Decision
Making; TOPSIS
Title
A TOPSIS-Based Multi-Criteria Approach to Faculty Recruitment: A Case Study
Author
Behera, D K; Sarkar, Asis
Behera, D K
Publication title
Applied Mechanics and Materials
Volume
415
Issue
Automatic Control and Mechatronic Engineering II
Pages
741-744
Number of pages
4
Publication year
2013
Year
2013
Publisher
Trans Tech Publications Ltd., Brandrain 6 Uetikon Zurich CH-8707 Switzerland
ISSN
1660-9336
eISSN
1662-7482
Source type
Scholarly Journals
Peer reviewed
Yes
Summary language
English
English
Document type
Journal Article
Subfile
Mechanical & Transportation Engineering Abstracts (MT); CSA / ASCE Civil
Engineering Abstracts (CE)
DOI
http://dx.doi.org/10.4028/www.scientific.net/AMM.415.741
Update
2014-10-01
Accession number
20528659
1567073862
Document URL
Last updated
2014-10-03
Database
Cite
Email
Print
Save
Search button
Related items
Subject
Boards
Software
Skills
Decision making
Computer programs
overlay.More...
Search
Recruitment, selection, training and performance

evaluation at the Portuguese Public Safety Police repercussions on work satisfaction, motivation and
performance
Moreira, Mario Jose Maia; Machado, Carolina Feliciana. International Journal of
Manufacturing Technology and Management 28.4-6 (2015): 275-305.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
The study approaches theoretical contributes on recruiting, selecting, training and performance
evaluation processes, as well as work satisfaction, work motivation and stress. Empirical study
diagnoses these processes considering the perceptions of Portuguese National Police [Policia de
Seguranca Publica (PSP)[ professionals, as well as their motivation and satisfaction levels, main
stress sources and repercussions on performance. Quantitative methodology was chosen. The
evaluation protocol included measuring scales for stress sources, satisfaction with life,
organisational commitment and perception on human resources (HR) processes. Analysis
procedures included descriptive statistics, univariable and multivariable comparative analysis and
regression analysis. The sample consisted of 146 professionals from six police stations. The
analysis led to concluding on the need to perform changes on the human resources
management (HRM) processes. Satisfaction with life and organisational commitment relate
amongst themselves and inversely with stress sources, with all correlations being affected by
demographic variables and by constraints derived from professional activity.
Details
Subject
Human resources;
Performance evaluation;
Training;
Perception;
Stresses;
Statistical methods;
Police
Classification
COMPUTING AND MATHEMATICS; SCIENCE, ENGINEERING AND
TECHNOLOGY; MANAGEMENT AND BUSINESS; Computing Science, Applications and
Software; Internet and Web Services; Materials and Manufacturing; Operational Management
and Marketing; Policy and Organisational Management; Technology and Innovation Management
Title
Recruitment, selection, training and performance evaluation at the Portuguese Public Safety
Police - repercussions on work satisfaction, motivation and performance
Author
Moreira, Mario Jose Maia 1 ; Machado, Carolina Feliciana
1
Portuguese Public Safety Police (PSP), Policia de Seguranca Publica, Direcao Nacional, Largo
da Penha de Franca, No. 1, 1170-298 Lisboa, Portugal

Moreira, Mario Jose Maia

Publication title
International Journal of Manufacturing Technology and Management
Volume
28
Issue
4-6
Pages
275-305
Number of pages
31
Publication year
2015
Year
2015
Publisher
ISSN
1368-2148
eISSN
1741-5195
Source type
Scholarly Journals
Peer reviewed
Yes
Summary language
English
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1504/IJMTM.2014.066704
Update
2015-04-01
Accession number
PQ0001014152
1669853688
Document URL
Last updated
2015-12-07
Database
Recruitment, selection, training and performance

evaluation at the Portuguese Public Safety Police repercussions on work satisfaction, motivation and
performance
Moreira, Mario Jose Maia; Machado, Carolina Feliciana. International Journal of
Manufacturing Technology and Management 28.4-6 (2015): 275-305.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
The study approaches theoretical contributes on recruiting, selecting, training and performance
evaluation processes, as well as work satisfaction, work motivation and stress. Empirical study
diagnoses these processes considering the perceptions of Portuguese National Police [Policia de
Seguranca Publica (PSP)[ professionals, as well as their motivation and satisfaction levels, main
stress sources and repercussions on performance. Quantitative methodology was chosen. The
evaluation protocol included measuring scales for stress sources, satisfaction with life,
organisational commitment and perception on human resources (HR) processes. Analysis
procedures included descriptive statistics, univariable and multivariable comparative analysis and
regression analysis. The sample consisted of 146 professionals from six police stations. The
analysis led to concluding on the need to perform changes on the human resources
management (HRM) processes. Satisfaction with life and organisational commitment relate
amongst themselves and inversely with stress sources, with all correlations being affected by
demographic variables and by constraints derived from professional activity.
Details
Subject
Human resources;
Performance evaluation;
Training;
Perception;
Stresses;
Statistical methods;
Police
Classification
COMPUTING AND MATHEMATICS; SCIENCE, ENGINEERING AND
TECHNOLOGY; MANAGEMENT AND BUSINESS; Computing Science, Applications and
Software; Internet and Web Services; Materials and Manufacturing; Operational Management
and Marketing; Policy and Organisational Management; Technology and Innovation Management
Title
Recruitment, selection, training and performance evaluation at the Portuguese Public Safety
Police - repercussions on work satisfaction, motivation and performance
Author
Moreira, Mario Jose Maia 1 ; Machado, Carolina Feliciana
1
Portuguese Public Safety Police (PSP), Policia de Seguranca Publica, Direcao Nacional, Largo
da Penha de Franca, No. 1, 1170-298 Lisboa, Portugal

Moreira, Mario Jose Maia
Publication title
International Journal of Manufacturing Technology and Management
Volume
28
Issue
4-6
Pages
275-305
Number of pages
31
Publication year
2015
Year
2015
Publisher
ISSN
1368-2148
eISSN
1741-5195
Source type
Scholarly Journals
Peer reviewed
Yes
Summary language
English
English
Document type
Journal Article
Subfile
DOI
http://dx.doi.org/10.1504/IJMTM.2014.066704
Update
2015-04-01
Accession number
PQ0001014152
1669853688
Document URL
Last updated
2015-12-07
Database
Selection and stopping in voluntary action: A metaanalysis and combined fMRI study
Rae, Charlotte; Hughes, Laura; Weaver, ChelanAuthor Information ; Anderson, Michael; Rowe,
JamesAuthor Information . NeuroImage 86 (Feb 1, 2014): 381-391.
1. Abstract/Details
2. References 79
Hide highlighting
Abstract
TranslateAbstract
Voluntary action control requires selection of appropriate responses and stopping of
inappropriate responses. Selection and stopping are often investigated separately, but they
appear to recruit similar brain regions, including the pre-supplementary motor area (preSMA) and
inferior frontal gyrus. We therefore examined the evidence for overlap of selection and stopping
using two approaches: a meta-analysis of existing studies of selection and stopping, and a novel
within-subject fMRI study in which action selection and a stop signal task were combined
factorially. The novel fMRI study also permitted us to investigate hypotheses regarding a common
mechanism for selection and stopping. The preSMA was identified by both methods as common
to selection and stopping. However, stopping a selected action did not recruit preSMA more than
stopping a specified action, nor did stop signal reaction times differ significantly across the two
conditions. These findings suggest that the preSMA supports both action selection and stopping,
but the two processes may not require access to a common inhibition mechanism. Instead, the
preSMA might represent information about potential actions that is used in both
action selection and stopping in order to resolve conflict between competing available responses.
Details
Subject
frontal gyrus;
Brain mapping;
Neuroimaging;
Reaction time task;
Reviews;
Functional magnetic resonance imaging;
Recruitment;
presupplementary motor area
Classification
W 30910: Imaging
N3 11001: Behavioral and Cognitive Neuroscience
Action selection; Action stopping; Inferior frontal gyrus; Inhibition; Pre-supplementary motor
area; Stop signal task
URL
http://www.sciencedirect.com/science/article/pii/S1053811913010240
Title
Selection and stopping in voluntary action: A meta-analysis and combined fMRI study
Author
Rae, Charlotte; Hughes, Laura; Weaver, Chelan; Anderson, Michael; Rowe, James
Rae, Charlotte
Publication title
NeuroImage
Volume
86
Pages
381-391
Number of pages
11
Publication year
2014
Year
2014
Publisher
Elsevier B.V., The Boulevard Kidlington Oxford OX5 1GB United Kingdom
ISSN
1053-8119
Source type
Scholarly Journals
Peer reviewed
Yes
Summary language
English
English
Document type
Journal Article
Subfile
CSA Neurosciences Abstracts; Biotechnology and Bioengineering Abstracts
DOI
http://dx.doi.org/10.1016/j.neuroimage.2013.10.012
Update
2014-02-01
Accession number
19191508
1500796314
Document URL
Last updated
2015-03-20
Database
Optimizing a Two-Step Sales-Force Selection

Process
Darmon, Rene YAuthor Information . The Journal of the Operational Research Society;
Basingstoke 37.6 (Jun 1986): 549.
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
Conditions are delineated whereby a sales manager would maximize long-run profits by
employing a typical 2-step procedure to recruit salespeople. The procedure attempts to choose
the most able sales candidates from a flow of applicants, given the opportunity costs related to
the lack of validity and reliability of the procedure followed at each step. A computer algorithm,
called SCRAP, based on the principles of Bayesian sequential sampling theory, makes the
method operational. Required input data are usually available from existing personnel and
accounting data, as well as from managerial judgments. The procedure is illustrated in a real
situation. The method would apply to any recruitment problem when direct cost and benefit
estimates of the selected individuals can be made.
Details
Subject
Salespeople;
Reliability;
Recruitment;
Processes;
Personnel selection;
Optimization;
Models;
Management science;
Human resource management
Classification
7300: Sales & selling
6100: Human resource planning
2600: Management science/operations research
Title
Optimizing a Two-Step Sales-Force Selection Process
Author
Darmon, Rene Y
Publication title
The Journal of the Operational Research Society; Basingstoke
Volume
37
Issue
6
Pages
549
Number of pages
12
Publication year
1986
Publication date
Jun 1986
Year
1986
Publisher
Palgrave Macmillan
Place of publication
Basingstoke
Country of publication
United Kingdom
Publication subject
Computers
ISSN
01605682
CODEN
OPRQAK
Source type
Scholarly Journals
English
Document type
PERIODICAL
Accession number
00321792
231369282
Document URL
Copyright
Copyright Palgrave Macmillan Limited Jun 1986
Last updated
2013-10-04
Database
A SCHOLARSHIP RECRUITMENT AND

SELECTION STRATEGY THAT
SUCCESSFULLY ATTRACTS DIVERSE AND
ACADEMICALLY TALENTED FRESHMEN
Papadopoulos, ChrisAuthor Information
; Key, EricAuthor Information
; Brucks, Karen MAuthor Information
; Munson, EthanAuthor Information
; Vairavan,
KAuthor Information . 2007 ASEE Annual Conference & Exposition (ASEE

Conferences Excellence in Education). (2007).
1. Abstract/Details
Hide highlighting
Abstract
TranslateAbstract
We describe recruitment and selection procedures of the Computer Science, Engineering, and
Mathematics Scholarship (CSEMS) Program at the University of Wisconsin-Milwaukee that
are designed to attract students who are academically talented, financially needy, and diverse.
In particular, we address the possible exclusion of underrepresented minority students that
could result if standardized test scores are used indiscriminately as metrics of student
performance in both recruitment and selection procedures. We describe a 'conditional

award' process that enables students whose calculus placement is moderately below calculus
to competitively apply for and receive scholarships; awards to such students are activated on
the condition that they attempt to attain calculus placement prior to matriculation. We present
data that demonstrate moderate effectiveness of these methods in fostering diversity among
our scholars and reasonably encouraging retention and estimated graduation rates. We discuss
areas of improvement for future program years, such as forging new partnerships with local
Project Lead The Way high schools to recruit higher numbers of females and minorities, and
developing new mentoring opportunities to reduce attrition, especially among
underrepresented minority students.
Details
Subject
Mathematical analysis;
Calculus;
Recruitment;
Minorities;
Attrition;
Partnerships;
Computer programs;
Forging;
Females;
Mathematical models;
Activated
Classification
80: Management and Marketing (CE)
Conference
2007 ASEE Annual Conference & Exposition; Honolulu, HI; USA; 24-27 June 2007
Title
A SCHOLARSHIP RECRUITMENT AND SELECTION STRATEGY THAT SUCCESSFULLY
ATTRACTS DIVERSE AND ACADEMICALLY TALENTED FRESHMEN
Author
Papadopoulos, Chris 1 ; Brucks, Karen M; Key, Eric; Munson, Ethan; Vairavan, K

1
University of Wisconsin-Milwaukee
Papadopoulos, Chris
Publication title
2007 ASEE Annual Conference & Exposition (ASEE Conferences Excellence in
Education)
Publication date
2007
Publication year
2007
Year
2007
Publisher
American Society for Engineering Education, 1818 N Street NW, Suite 600,
Washington, DC, 20036, USA, [URL:http://www.asee.org]
Source type
Conference Papers & Proceedings
English
Document type
Conference Paper, Journal Article
Subfile
Civil Engineering (CE); Mechanical & Transportation Engineering (MT)
Update
2007-12-01
Accession number
200712-80-298015 (CE), 200712-80-170859 (MT)
30977123
Document URL
Last updated
2011-11-12
Database
Cite
Email
Print
Save
Related items
Subject
Mathematical analysis
Calculus
Search button
Recruitment
Minorities
Attrition
overlay.More...
Search
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Psychometric sifting to efficiently select the right

Cass Business School, City University, London, UK

THE SIGNIFICANCE OF AWARENESS ABOUT

Department of Public Administration, University of Sindh, Jamshoro, Sindh, Pakistan

The 'rain dance' of selection in

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whether there is evidence of increasing devolution of this responsibility to line managers.

El-Kot, Ghada; Leat, Mike

Organizational Recruitment as a TwoStage Process. A Comparative Analysis of

. Work and Occupations 15.3 (Aug 1988): 276-293.

Indiana University at Bloomington

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. Personnel Review 30.3 (2001): 331-351.

Graduate recruitment and selection in the UK: A

. Career Development International 13.6 (2008): 497-

The correlation effects between recruitment,

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Auditing recruitment and selection using generic

Sharon Ifill is based at the University of Wolverhampton, Walsall, UK.

Making the recruitment decision for fresh university

Faculty of Mechanical Engineering, Department of Manufacturing and Industrial Engineering,

Universiti Teknologi Malaysia, 81310 UTM Skudai, Malaysia

Credit Suisse pioneers structured

Purpose - Explores a pioneering 'structured recruitment process' (SRP) introduced at Credit

Recruitment and selection processes

Taipei, Taiwan 25137, R.O.C. hshih@mail.tku.edu.tw

Recruitment tests improve track safety.

Elliot, Lucy. Permanent Way Institution Journal and Report of Proceedings

Industrial health and safety

Director Recruitment: The Nominations

A TOPSIS-Based Multi-Criteria Approach to

Recruitment, selection, training and performance

da Penha de Franca, No. 1, 1170-298 Lisboa, Portugal

Moreira, Mario Jose Maia

Recruitment, selection, training and performance

da Penha de Franca, No. 1, 1170-298 Lisboa, Portugal

Optimizing a Two-Step Sales-Force Selection

A SCHOLARSHIP RECRUITMENT AND

; Brucks, Karen MAuthor Information

; Munson, EthanAuthor Information

KAuthor Information . 2007 ASEE Annual Conference & Exposition (ASEE

performance in both recruitment and selection procedures. We describe a 'conditional

Papadopoulos, Chris 1 ; Brucks, Karen M; Key, Eric; Munson, Ethan; Vairavan, K

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