Derek S. Chapman

This chapter focuses on the systems, processes, and strategies that are designed to maximize the size and quality of the applicant pool. Many of the processes spillover into actual job choice, as the early impressions formed in the attraction stage tend to carry over into the job choice stage. The chapter proposes that effective recruiting can be accomplished through multiple approaches such as designing more attractive jobs and organizations and crafting persuasive recruiting messages that make the best of what people have to offer. The challenge is to identify what job characteristics are likely to be universally attractive to job applicants and/or to engage in job design with the target audience in mind. Organizational characteristics such as organizational image, location, familiarity, reputation, industry, and profitability have all been shown to have a significant influence during the recruitment process.

The Internet has had a dramatic impact on almost every aspect of our lives, changing the way that we communicate with others, purchase products, receive healthcare, and conduct training programs. It has also had a profound influence on organizations. Further, the Internet has changed the nature of work (e.g., use of virtual teams), and the interaction between supervisors and subordinates. Hertel, Stone, Johnson, and Passmore (2017) suggest that Internet- based work is characterized by five key characteristics: enhanced accessibility of information, interactivity of communication, automatic storage of work-related data, automatization of work processes, and boundary crossing work. That is, standardized communication tools do not simply connect different work processes at different geographic or organizational locations, but it can also integrate non-work domains, and machines into remote communication networks. Despite the widespread use of the Internet in work contexts, relatively little theory and resear...

A comprehensive measure of organizational culture was developed using a lexical approach, a method typically employed within the study of personality. 1761 adjectives were narrowed down and factor analyzed, which resulted in the identification of a nine factor solution to organizational culture, including the dimensions of: Innovative, Dominant, Pace, Friendly, Prestigious, Trendy, Corporate Social Responsibility, Traditional, and Diverse. Comprised of 135 adjectives most frequently used in describing organizational culture by current employees of several hundred organizations, the Lexical Organizational Culture Scale (LOCS) was found to predict employee commitment, job satisfaction, job search behaviors, and subjective fit better than earlier scales of organizational culture.

Gamification is a fast growing trend in business practices, heralded for its ability to innovatively attract and select employees through motivated behaviour. Despite companies’ zealous adoption of gamification, notably the U.S. Army and L’Oréal’s recruitment and selection games, there is little scientific evidence on the effectiveness or validity of gamified processes in a selection context. The current study is the first of its kind to test the validity of a gamified selection process, specifically a gamified cognitive pre-employment assessment. Furthermore, this study examines the possibility that a gamified selection process might reduce or eliminate racial biases inherent in traditional cognitive ability measures. Mechanisms by which gamification might produce these benefits, including self-efficacy and motivation for the games are investigated. Finally, applicant reactions to the gamified selection process, including gender differences in applicant reactions are examined. Implications and future research directions are discussed.