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A survey of UK selection practices across different organization sizes and industry sectors
Author(s) -
Zibarras Lara D.,
Woods Stephen A.
Publication year - 2010
Publication title -
journal of occupational and organizational psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.257
H-Index - 114
eISSN - 2044-8325
pISSN - 0963-1798
DOI - 10.1348/096317909x425203
Subject(s) - selection (genetic algorithm) , triad (sociology) , voluntary sector , public sector , sample (material) , turnover , psychology , assessment center , knowledge management , business , marketing , public relations , management , applied psychology , political science , computer science , economics , chemistry , law , chromatography , artificial intelligence , psychoanalysis
This paper presents results of a study examining the methods used to select employees in 579 UK organizations representing a range of different organization sizes and industry sectors. Overall, a smaller proportion of organizations in this sample reported using formalized methods (e.g., assessment centres) than informal methods (e.g., unstructured interviews). The curriculum vitae (CVs) was the most commonly used selection method, followed by the traditional triad of application form, interviews, and references. Findings also indicated that the use of different selection methods was similar in both large organizations and small‐to‐medium‐sized enterprises. Differences were found across industry sector with public and voluntary sectors being more likely to use formalized techniques (e.g., application forms rather than CVs and structured rather than unstructured interviews). The results are discussed in relation to their implications, both in terms of practice and future research.