Recruitment and selection: Applicant perspectives and outcomes

By Neil Anderson, Marise Ph. Born, N. Cunningham‐Snell, Deniz S. Ones, H. K. Sinangil, C. Viswesvaran. 2001

102 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/2d50668d5ca2f74353457d7c7bb64b30aec29c1b

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Advice taking and decision-making: An integrative literature review, and implications for the organizational sciences (2006, background): “Important economic variables such as the labor market have been incorporated in some employment decision-making models (e.g., Anderson et al., 2001).”
Privacy and Attitudes Towards Internet-Based Selection Systems: A Cross-Cultural Comparison (2003, background): “Over the last decade, test-takers’ perceptions of selection procedures in general have received increased research attention in personnel selection (see Anderson, Born and Cunningham-Snell, 2001; Ryan and Ployhart, 2000, for reviews).”
Fairness Reactions to Personnel Selection Methods: An International Comparison between the Netherlands, the United States, France, Spain, Portugal, and Singapore (2008, unknown): “ Anderson et al. (2001) upon the basis of their review of existing studies into applicant reactions and other relevant areas of applied social and organizational psychology.”
Fairness Reactions to Personnel Selection Techniques in Greece: The Role of Core Self-Evaluations (2007, background): “Anderson et al. (2001) suggest that despite their strong validity, biodata are rarely used, partly because of their poor face validity.”
Applicant Reactions in Selection: Comprehensive Meta-Analysis into Reaction Generalization Versus Situational Specificity (2010, unknown): “Second, the reference sections of several narrative reviews and past meta-analyses (e.g., Anderson et al., 2001; Chan & Schmitt, 2004; Hausknecht et al., 2004; Imus & Ryan, 2005; Ryan & Ployhart, 2000; Truxillo et al., 2009) were searched to identify articles not located in our computerbased search.”
Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes. (2005, background): “Thus, applicants may have used rational economic models during the job search process and only applied to those jobs meeting their “reservation wage” (Anderson et al., 2001).”
Will Artificial Intelligence Take Over Humanresources Recruitment And Selection (2019, background): “HR recruitment has gone through many changes within its technical and conceptual level (Bartram, 2001; Anderson et al.,2001; Ployhart, 2006).”