This document provides perspective on appreciating what you have by considering those who have less. It suggests that while some things may seem unfair or lacking in one's own life, others have it much worse. It encourages enjoying life as it is and recognizing that there will always be those worse off. It closes by stating this email should circulate forever to spread its message.
This document discusses the past, present, and future of technology in employee recruitment and selection. It covers how internet-based recruitment through company career sites, job boards, and applicant tracking systems has evolved. It also examines the increasing role of social networking websites and how cybervetting and artificial intelligence are changing screening. New technologies like digital interviewing, automated testing, and gamification are transforming selection. The use of big data and analytics could fundamentally change the talent identification process. However, valid evidence is still needed to ensure new technologies do not adversely impact applicants or result in unfair discrimination. The future may bring increased access to talent signals but also privacy concerns that could limit data use.
Technology in Employee Recruitment and SelectionIoannis Nikolaou
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This document summarizes technology used in employee recruitment and selection processes. It discusses how internet-based tools like company career sites, job boards, and social networking websites have changed recruitment. It also examines applicant tracking systems, video CVs, resume parsing, and screening tools used to evaluate applicants. For selection, it outlines digital interviewing, automated testing, simulations, and how big data and analytics are used. Critical issues discussed include the equivalence and validity of these tools as well as privacy and legal concerns. The document concludes by proposing areas for future research.
Georgiou, K. & Nikolaou, I. (2017). Gamification in recruitment and selection. In I. Nikolaou (2017): European Network of Selection Researchers (ENESER) Symposium; Recruitment in the Digital Era. 18th congress of the European Association of Work and Organizational Psychology (EAWOP), Dublin Ireland.
Serious gaming and applicants reactions; the role of openness to experience. Ioannis Nikolaou
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Nikolaou, I. & Georgiou, K. (2017). Serious gaming and applicants reactions; the role of openness to experience. In M. Armstrong, D. R. Sanchez & K. N. Bauer (2017): Gaming and Gamification IGNITE: Current Trends in Research and Application. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
This document discusses using serious gaming and gamification in employee selection processes. It presents research on developing a gamified situational judgement test (SJT) to assess skills like resilience, adaptability and flexibility. A study developed an SJT and tested its construct validity, then converted it into an online adventure game. A second study further examined the gamified assessment's construct validity. The research provides preliminary support for using gamification in selection and assessing skills through behavior elicitation. It suggests gamified assessments could improve selection processes and candidate experiences over traditional methods. More research is still needed on reliability, predictive validity and incremental validity.
The role of Positive Leadership in times of crisisIoannis Nikolaou
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This document summarizes a presentation given by Kim Cameron at the Greece HR Conference in June 2014 on the role of positive leadership in times of crisis. Cameron discusses how focusing on organizational strengths or "abundance gaps" rather than weaknesses can help organizations flourish even during difficult times. She provides research showing that positive emotions, relationships, and energy networks can boost individual and organizational performance. While negative factors usually get more attention, Cameron argues that conscious efforts to focus on positivity are important for organizations. She cites research finding that cultivating an "abundance culture" in organizations is linked to greater effectiveness, profitability, quality and other positive outcomes.