Evolving personnel selection practices in New Zealand organisations and recruitment firms

New Zealand Journal of Psychology

Volumn 31, Issue 1, 2002, Pages 8-18

  Taylor, Paul ^a   Keelty, Yvonne ^a   McDonnell, Bridget ^a  

^a CHINESE UNIVERSITY OF HONG KONG   (Hong Kong)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 0036023536     PISSN: 0112109X     EISSN: None     Source Type: Journal    
DOI: None     Document Type: Review

References (24)

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3. Australian management selection practices: Why does the interview remain popular?
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7. New Zealand personnel consultants and the selection process
8. Criterion-related validities of personality constructs and the effect of response distortion on those validities
9. Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs
10. Racial group differences in employment interview evaluations
11. Further analysis of employment interview validity: A quantitative evaluation of interviewer-related structuring methods
12. The validity and utility of alternative predictors of job performance
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14. The practice of human resource management in New Zealand: Strategic and best practice?
15. Guidelines and ethical considerations for assessment center operations. Taskforce on assessment center guidelines
16. The validity of employment interviews: A comprehensive review and meta-analysis
17. An international look at selection practices: Nation and culture as explanations for variability in practice
18. The validity of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings
19. Personnel selection methods used by New Zealand organisations and personnel consulting firms
20. Asking applicants what they would do versus what they did do: A meta-analytic comparison of situational and past behaviour employment interview questions
21. Why some potentially effective staffing practices are seldom used
22. Personality measures as predictors of job performance: A meta-analytic review