Mismatches In Recruitment

THEORETICAL BACKGROUND

Before discussing the literature on mismatches in recruitment, it is important to understand that the term recruitment has been used in the literature as a synonym to the attraction of the applicants’ pool (Breaugh, 2013; Rynes, 1991) as well as a term to describe the entire process towards, and also including, employment. In this article, the term recruitment will be used to describe the entire process. It is not surprising that the employment of individuals by organizations has received so much attention, both in literature and practice, considering the impact it has on organizational success (Dineen, & Soltis, 2011; Breaugh, 2008; Breaugh & Starke, 2000). However, the literature has been lacking an integrated view

Reference check. Research on use of reference as a check has primarily focused on legal obligations instead of practical use . Groot gebrek aan literatuur, of gebrekkige zoektermen gebruikt

Assessments are an additional selection tools to confirm or whether the required level of knowledge, skills and abilities are present or whether the personal characteristics of the applicant match the required demands from the organization. The assessment center (AC) method is a common form of assessment, which often combines traditional assessments, such as interviews and psychological tests with simulation exercises (Schmitt, & Chan, 1998). Although assessments have been extensively researched, discussion about assessment center validity is still strong, especially concerning whether ACs actually measure the dimensions they are designed to (Arthur et al., 2008; Lance, 2008; Lievens & Christiansen, 2012). The AC method has been especially popular in the hiring, promotion, and development of managers (Povah, & Thornton, 2011; Thornton, & Rupp,

They try to measure the skills, knowledge and abilities of the applicant. The problem with many selections devices, like the competency related assessments, is that they measure a very broad scope of knowledge, skills and abilities instead of a job related specific scope (Gatewood, Field, & Barrick, 2010). Despite possible differences in the characteristics of a job position, organizations use the same assessments that are quite general and not job-specific. Personality assessments focus more on the personal characteristics. Hier nog 1 of 2 zinnen toevoegen hierover.

Criticism on assessments is mainly based on personality measures being poor predictors of job performance (Murphy &Dzieweczynski, 2005). Furthermore, applicants might distort their scores by faking. There is still no consensus on the validity of assessments, despite intensive research in recent years (Dilchert & Ones, 2009; Gibbons & Rupp, 2009; Jones & Born, 2008; Putka & Hoffman