Reasons for Being Selective When Choosing Personnel Selection Procedures

By Cornelius J. Konig, Ute‐Christine Klehe, M. Berchtold, Martin Kleinmann. 2010

137 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/ed4321906143d2199cbac2d07008727a4ee6cf10

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Cornelius J. Konig
2. Markus Langer

In Organizational Behavior and Human Resource Management

1. Cornelius J. Konig
2. Cynthia C. S. Liem
3. Achmadnoer Sukma Wicaksana
4. Marise Ph. Born

Citations in the corpus

• Psychology Meets Machine Learning: Interdisciplinary Perspectives on Algorithmic Job Candidate Screening (2018, methodology): “Based on previous research (Chapman et al. 2003; Klehe 2004; König et al. 2010), it is suggested that hiring managers evaluate algorithm-based selection tools considering the tools’ perceived usefulness, objectivity, anticipated applicant reactions, probability of legal actions, controllability, and”