Recent Developments in Recruitment and Selection

Kristina Potočnik is Professor of Organisational Behaviour at the University of Edinburgh Business School. Her current research in recruitment and selection deals with issues related with hard-to-recruit professions. Neil Anderson is Visiting Professor of Organizational Psychology at the University of Maastricht and the University of Valencia. Having held professorships in the U.K (University of London). and the Netherlands (University of Amsterdam), he also served in various university management roles including Director of Research and Head of Department.Marise Ph. Born is Professor of Personnel Psychology at the Erasmus University Rotterdam and Extraordinary Professor of Work and Personnel Psychology at the Vrije Universiteit Amsterdam. She also has an Extraordinary Professorship at Optentia and the Faculty of Economic and Management Sciences of the North-West University South Africa.Martin Kleinmann is Professor of Work and Organizational Psychology at the University of Zurich, Switzerland. His current research in recruitment and selection deals with comparisons of selection methods.Ioannis Nikolaou is Professor of Organisational Behaviour and Human Resources Management at Athens University of Economics and Business, Greece. His research interests focus mainly on employee recruitment, selection and assessment and more recently on the use of technology, such as social media and serious games/gamification in hiring and staffing practises.

• 1. Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities 2. Measuring the motive for power using conditional reasoning: some preliminary findings 3. Differentiated measurement of conscientiousness and emotional stability in an occupational context – greater effort or greater benefit? 4. Unravelling leadership potential: conceptual and measurement issues 5. Reducing ethnic discrimination in resume-screening: a test of two training interventions 6. Gamified or traditional situational judgement test? A moderated mediation model of recommendation intentions via organizational attractiveness 7. Using video- and text-based situational judgement tests for teacher selection: a quasi-experiment exploring the relations between test format, subgroup differences, and applicant reactions 8. Applicants’ pre-test reactions towards video interviews: the role of expected chances to demonstrate potential and to use nonverbal cues 9. Managing organizational attractiveness after a negative employer review: company response strategies and review consensus 10. The interacting content and process of the employer brand: person-organization fit and employer brand clarity 11. Initial impression formation during the job interview: anchors that drive biased decision-making against stigmatized applicants 12. Laughter in the selection interview: impression management or honest signal?