Recruitment and Hiring Process - Annotated Bibliography Example

Recruitment and Hiring [Name] [Institution] Annotated Bibliography The key article in this essay is ‘The Multiple-Category Problem: Category Activation and Inhibition in the Hiring Process’ by Kulik, Robertson, and Perry (2007). This essay will thus focus on the recruitment and hiring process in an organization. Recruitment and hiring are two of the most critical management functions of the organization and thus they will be fully addressed. Six peer reviewed journal articles on recruitment and hiring will be reviewed. The full bibliographic citation, the author(s) background, content and scope of the text, main argument, intended audience, research methods used, conclusions made by the author, reliability of the text and the usefulness or relevance of the text for every article will be given. The way the text relates to concept and themes in this course will also be offered. Agerstrom, J., & Rooth, D. (2011). The Role of Automatic Obesity Stereotype in real Hiring Discrimination. Journal of Applied Psychology, 96(4), 790-805. Both Agerstrom and Rooth are lecturers in Sweden at the Linnaeus University and teach in the School of Business and Economics. Their research focuses on morality and discriminatory behaviour hence their research on hiring discrimination. The authors assessed if the captured stereotypes by the implicit association test (IAT) can envisage actual recruitment favouritism against people with obesity. The main argument is that the hiring managers’ automatic stereotypes about obese people predict the decision to invite an obese or normal weight person for an interview. The intended audience is the human resource management personnel’s’. An unobtrusive field experiment was used to collect data; job applications were sent to real job vacancies and discriminatory behaviour was determined by quantifying the degree to which the personnel invited to hire obese versus applicants with normal weight. The authors concluded that regular bias normally foretell labour market unfairness against obese persons. The text is reliable because the authors used an extensive references section that has reliable sources. There are numerous in citations for controversial and facts topics. This article is relevant because it shows that hiring managers’ automatic obesity stereotypes predict interview decisions. The text relates to concept and themes in this course because it focuses on hiring decision. Kulik, C., Robertson, L., & Perry, E. (2007). The Multiple-Category Problem: Category Activation and Inhibition in the Hiring Process. Academy of Management Review, 32(2); 529-548. Kulik, Robertson and Perry have received their Ph. D. from various universities. The authors of this article used the social cognition literature to build up a form of category inhibition and activation in the recruitment process. The main argument of the article is that it is imperative for organizations to see applicants as members of many social categories and to reflect on how well-intentioned diversity focussed activities might affect category inhibition and activation in ways that are not intended. The intended audience is the decision makers in an organization. The researcher drew on recent research in social cognition to show how various factors influence the category that dominate formation of impression during hiring and the way the formed impression influences the eventual hiring choice. The authors concluded that organizations can limit a decision maker capacity to distort or reframe job requirements in the service of particular goals. This text in this article is reliable because the authors support their points with previous studies. This article is relevant because hiring and recruitment are seen as critical management functions of the organization. This text relates to concepts and themes because it focuses on activation and inhibition in the hiring process. Basham,M., Stader, D. & Bishop, H. N. (2009). How “Pathetic” Is Your Hiring Process? An Application of the Lessig “Pathetic Dot” Model to Educational Hiring Practices. Community College Journal of Research and Practice, 33(3-4), 363-385. Basham is a PhD holder and his research interests lie within the realm of workforce development. Stader is university professor whose primary research interests lie in the way law and societal changes influence the decision making of campus leaders. Bishop is a Ph.D holder whose research interests lie in community college hiring processes. The authors of this text applied the Lessig ‘Pathetic Dot model to assess educational recruitment practices. Their main argument was that there have been no industrial-organizational psychology researches on “person fit” into the research by the administration of community college. The intended audience is practitioners. The authors used the Lessig ‘Pathetic Dot model to assess the recruitment process theoretical in education. They concluded that there are deficiencies in the hiring process which has led to a small talent pool of qualified individuals and this has created problems for the community college. The text is reliable because the model is correctly applied to the case scenario and it is supported with 81 previous studies. This article is relevant because it shows that there are deficiencies in the hiring process in education. The text relates to the themes and concepts in this course because it is centred on hiring practices. Simplicio, J. C. (2007). A Closer Look at the Truth Behind the Hiring Process: How Colleges Really Hire. Education, 128(2), 256-261 Simplicio has a Ph.D. from the New York University and has been in the education field for more than thirty five years. He has been a faculty member, associate dean, school dean, graduate education dean and a division chairperson and has numerous published books and articles. This article focuses on the truth behind the hiring processes and assesses the way colleges hire new employees. The critical factors - such as the role of powerful and influential people, the influence of unions -which have a direct impact on the hiring process are discussed. The main argument of this text is that a biased and unfair hiring process can lead to serious consequences for the college, students as well as the employees. The intended audience is the hiring personnel’s in colleges. The author used relevant information and data to show the way an unfair hiring process can negatively impact on the college. The author concluded that blocking the avenues for hiring good people threatens the future of an institution and its goals. The text is reliable because it is not of controversial nature. The text is useful and relates to the concept and themes in this course because it focuses on hiring process. McRae, M. B. (1994). Influence of Sex Role Stereotypes on Personnel Decisions of Black Managers. Journal of Applied Psychology, 79(2), 306-309. McRae has an Ed.D. in Counselling Psychology from Columbia University. Currently she is the director of the doctoral program in Applied Psychology at New York University and an associate professor in the University. The author investigated how black managers’ recruitment decisions are influenced by sex role stereotypes. The main argument is that black men and women stereotype certain beliefs concerning sex roles may relay to the choices that they make in regard to communal placement of men as well as women; the stereotypes influence their hiring decisions. The intended audience is the black managers. The author used a 2×2×2 factorial design in addition to a multivariate analysis of variance (MANOVA) to analyse the association between the respondent’s sex and job sex type. The author concluded that black managers usually make an intensive effort to give Black men strongly stereotyped male place. The managers also appear to lack solid recruitment decisions based on the applicant’s sex. The text is reliable because it is well established in length, size and age. The text is useful and relates to the concept and themes in this course because it focuses on hiring process. Jawahar, I., & Mattsson, J. (2005). Sexism and Beautyism Effects in Selection as a Function of Self-Monitoring Level of Decision Maker. Journal of Applied Psychology, 90(3), 563-573. Jawahar and Mattsson are lecturers in the Illinois State University in the Department of Management and Quantitative Methods. The authors examined the influence that the applicants’ attractiveness and sex for female and male sex-typed jobs on the decisions made to select by high and low self monitors. The main argument was that the congruence and attractiveness between the sex of the applicant as well as the sex-kind of the employment swayed the recruitment decisions. The intended audience was human resource management in organizations. The authors used an experimental design and procedure-factorial design. The attractiveness as well as the applicant’s sex were manipulated within the job type, subject factors. Self monitoring was manipulated between the subject factors. The conclusion drawn in this study is that the applicants’ composition is likely to influence selection choices. The text is reliable because it is extensively supported by in citations and is not prone to systematic bias. The text is useful and relates to the concept and themes in this course because it focuses on hiring process. Conclusion From the above annotated bibliography, it is evident that hiring and selection is influenced by different factors and this interferes with the HRM capacity to identify the candidates who can best contribute to the strategic objectives of the organization. The selection criteria are the key work-related factors used to make the decision to hire or not to hire a person. However from the reviewed articles it is evident that factors that are not work-related influence the decision makers’ process when selecting employees. The selection criteria should be established based upon two areas of performance: Task performance (i.e., individual ability to perform job-related tasks) and Contextual performance (i.e., incumbent’s behaviour at work which promotes a positive work environment) Summary of the Articles The six articles show that stereotyping and discrimination in selection are evident in most organizations. Discrimination and stereotyping is presented as differentiation among decision-making for the purposes of making decisions about applicants. Discrimination takes place against people on the basis of characteristics that are irrelevant and inappropriate for employment decisions. Discrimination and stereotyping by the HR managers is not well intentioned and most of it is conscious (Gatewood, Felid & Barrick, 2010). In the first article, Agerstrom and Rooth (2011) found that automatic bias usually predict the labor market discrimination against people who are obese. This is comparable to the rest five studies. Basham, Stader, and Bishop (2009) found that there are deficiencies in the hiring process and this has led to a small talent pool of qualified individuals which has in turn created problems. McRae (1994) found that black managers usually make an intensive attempt to give Black men the strongly prejudiced male position. Jawahar and Mattsson (2005) found that the applicants’ composition is likely to influence selection choices. Kulik, Robertson, and Perry (2007) found that decision makers use categories and related stereotypes when deciding the person to hire. This shows that discrimination and stereotyping by decision makers is evident in most organizations. This results in organizations losing the best chance to get the right people for the job. For instance, a decision maker may choose a normal weight person who is not skilled for a certain job like an obese person. It is important that decision makers avoid discrimination when hiring. Memorandum To: Boss, Major Airline Canada CC: Human Resource Manager From: Ann Wilson Date: 16 December 2011 Re: Reducing Stereotyping and Discrimination in the Selection Process Thank you for sending me your concerns on stereotyping and discrimination in the selection process in your organization. In your memo, you informed me that you are worried that your selection processes for pilots and cabin staff might be biased, but never really followed it up. I have researched the issue of stereotyping and discrimination in the selection process thoroughly and I have noted various requirements and recommendations to ensure that the selection process of pilots and cabin staffs is fair and not biased in any way. About discrimination and stereotyping in the selection process Kulik, Robertson, and Perry (2007) research can help the Major Online to reduce discrimination in the hiring process as it suggests that organizations can limit a decision maker capacity to distort or reframe job requirements in the service of particular goals in reducing discrimination in the workplace. An effective recruitment process requires a systematic, objective and planned approach. The selection and short listing should be based on the relevant experience, knowledge, skills, qualifications and talent and they should all be based on factual evidence. The company should develop and implement recruitment guidelines and procedures for all the personnel involved in the recruitment process to make sure that they incorporate the principles of the equal opportunity for all. Conclusion and Recommendations Major online should assess the impartiality of any criteria related to the post to make sure that it is not discriminating in any way The style and design of all recruitment advertising should be reviewed to ensure that the adverts portray that the organization positively promoted diversity The application forms should be designed and redesigned to get rid of all personal information that should not be therein. Candidates should be shortlisted by comparing every application to a well deliberated employee specification The interviewing should be carried out in a planned, objective and structured way and the interviewees should not be asked personal and intrusive questions Applicants whose skills, experience, overall abilities and qualification match the employee specification should be selected. Finally the company should keep records that show clear and objective reasons for which the successful applicant was chosen and why the other applicants were rejected I hope this is helpful in tackling the issue of discrimination in the hiring process and establishing a fair and unbiased recruitment process. I’m happy to discuss this with you, or to provide you with any of the articles I summarized in my annotated bibliography and the short research summary in essay format which is attached. (448 words) References Agerstrom, J., & Rooth, D. (2011). The Role of Automatic Obesity Stereotype in real Hiring Discrimination. Journal of Applied Psychology, 96(4), 790-805. Basham,M., Stader, D., & Bishop, H. N. (2009). How “Pathetic” Is Your Hiring Process? An Application of the Lessig “Pathetic Dot” Model to Educational Hiring Practices Community College. Journal of Research and Practice, 33(3-4), 363-385. Bills, S. (2000). A Wider Net for Hiring, CNN/Money Online, 1. Bohlander, G., & Snell, S. (2010). Managing Human Resources. 15ed. Mason, OH: South Western, Cengage Learning . Cleaver, J. (2002, April 24). What Kind of Question Is That? Chicago Tribune, 6,(1), 4. Gatewood, R., Felid, H., & Barrick, M. (2010). Human Resources Selection. 7ed. Mason, OH: South Western, Cengage Learning . Jawahar, I., & Mattsson, J. (2005). Sexism and Beautyism Effects in Selection as a Function of Self-Monitoring Level of Decision Maker. Journal of Applied Psychology, 90(3), 563- 573. Kulik, C., Robertson, L., & Perry, E. (2007). The Multiple-Category Problem: Category Activation and Inhibition in the Hiring Process. Academy of Management Review. 32(2), 529-548. Malos, S. (2007). Appearance –based Sex Discrimination and Stereotyping in the Workplace: Whose Conduct Should We Regulate? Employ Response Rights Journal, 19(2), 95 McRae, M. B. (1994). Influence of Sex Role Stereotypes on Personnel Decisions of Black Managers. Journal of Applied Psychology, 79(2), 306-309. Meisler, A. (2003 October). Negative Results. Workforce, 35–40. Prevent Discrimination and Value Diversity. Retrieved from http://www.businesslink.gov.uk/bdotg/action/detail?itemId=1073792193&type=RESOU RCES Simplicio, J. C. (2007). A Closer Look at the Truth Behind the Hiring Process: How Colleges Really Hire. Education, 128(2), 256-261 Vicki Powers. (November 2004). Finding Workers Who Fit, Business 2.0, 74. Zimmerman, E. (2003, April). A Subtle Reference Trap for Unwary Employers. Workforce, 22. Read More