Graduate recruitment in Britain: A survey of selection methods used by organizations

Graduate recruitment in Britain: A survey of selection methods used by organizations This investigation consisted of a questionnaire survey of the graduate selection methods used by 536 organizations in the U.K. The use of application forms for pre‐selection purposes was widespread, although only a minority of organizations appeared to have approached this task in a systematic way. While references were also widely used, they were often taken up very late in the selection process, and only a minority of organizations sought specific information about job related abilities from referees. Interviews were universally used, both on their own, and as a component of an assessment centre. A total of 44 per cent of organizations used assessment centres as part of graduate recruitment. For most of those organizations using assessment centres, the interview was reported as being the most important component of the centre in determining final selection decisions. Most organizations provided some training for their selectors but this was typically general in nature, rather than being specific to graduate recruitment. The results are discussed in terms of their implications, both for practical application, and for future research. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Organizational Behavior Wiley

Graduate recruitment in Britain: A survey of selection methods used by organizations

Journal of Organizational Behavior, Volume 16 (4) – Jul 1, 1995

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Publisher
Wiley
Copyright
Copyright © 1995 John Wiley & Sons, Ltd.
ISSN
0894-3796
eISSN
1099-1379
DOI
10.1002/job.4030160403
Publisher site
See Article on Publisher Site

Abstract

This investigation consisted of a questionnaire survey of the graduate selection methods used by 536 organizations in the U.K. The use of application forms for pre‐selection purposes was widespread, although only a minority of organizations appeared to have approached this task in a systematic way. While references were also widely used, they were often taken up very late in the selection process, and only a minority of organizations sought specific information about job related abilities from referees. Interviews were universally used, both on their own, and as a component of an assessment centre. A total of 44 per cent of organizations used assessment centres as part of graduate recruitment. For most of those organizations using assessment centres, the interview was reported as being the most important component of the centre in determining final selection decisions. Most organizations provided some training for their selectors but this was typically general in nature, rather than being specific to graduate recruitment. The results are discussed in terms of their implications, both for practical application, and for future research.

Journal

Journal of Organizational BehaviorWiley

Published: Jul 1, 1995

References

  • The big five personality dimensions and job performance: A meta analysis
    Barrick, Barrick; Mount, Mount

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