Applicant and Recruiter Reactions to New Technology in Selection: A Critical Review and Agenda for Future Research
Applicant and Recruiter Reactions to New Technology in Selection: A Critical Review and Agenda for Future Research
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申请人和招聘人员对筛选新技术的反应：批判性审查和未来研究议程
DOI：
10.1111/1468-2389.00235
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发表时间：
2003
期刊：
影响因子：
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通讯作者：
N. Anderson
中科院分区：
文献类型：
--
作者：
N. Anderson
本文介绍了一个叙述性的审查最近的研究申请人和招聘人员的反应，新技术在员工选拔。报告指出了使用新技术的不同方面，包括基于计算机的测试、基于互联网的征聘和候选人评估、基于电话和视频的面试、基于视频的情景判断测试以及虚拟现实场景。有人认为，一个适当的方式来概念化这些进步是"技术创新"的定义在工业，工作和组织（伊沃）心理学的创造力和创新研究。申请人的反应研究的主题进行了审查，并讨论了三个主要主题的研究：申请人的偏好和反应，等效性和不良影响。按照Bartram（2001），在评论的几个阶段采用了两栖君主制的类比。四个主要的批评现存的申请人的反应研究基地指出：它的非理论的方向，短期集中在反应水平的结果，过度依赖学生作为代理人，和一个补丁的关键研究问题的覆盖面。本文的第二部分探讨了招聘人员采用新技术进行员工选拔时被忽视的问题。再次借鉴创新和创造力文献的进展，本节探讨了可能的先行因素在个人和组织层面的分析。招聘人员采用新技术的一般模型被假定为在这一领域的未来研究的框架。对于申请人和招聘人员的反应，需要进一步的研究，并指出了整个实践的影响。
This paper presents a narrative review of recent research into applicant and recruiter reactions to new technology in employee selection. Different aspects of the use of new technology are noted including computer-based testing, Internet-based recruitment and candidate assessment, telephone-based and video-based interviews, video-based situational judgment tests, and virtual reality scenarios. It is argued that an appropriate way to conceptualize these advances is as 'technical innovations' as defined in the creativity and innovation research in Industrial, Work, and Organizational (IWO) psychology. Applicant reactions research is reviewed thematically, and studies into three main themes are discussed: Applicant preferences and reactions, equivalence, and adverse impact. Following Bartram (2001), an amphibian-monarchistic analogy is employed at several stages in the review. Four major criticisms of the extant applicant reactions research base are noted: its atheoretical orientation, a short-termist concentration upon reactions level outcomes, an over-reliance on students as surrogates, and a patchiness of coverage of crucial research questions. The second part of this paper explores neglected issues of recruiter adoption of new technology for employee selection. Again drawing from advances in the innovation and creativity literatures, this section explores likely antecedent factors at the individual and organizational levels of analysis. A general model of recruiter adoption of new technology is posited as a framework for future research in this area. For both applicant and recruiter reactions further research is called for and implications for practice are noted throughout.