Programme

The pdf version of the programme.

Tuesday June 21, 2011

9.00-9.30 Welcome
9.30-11.30

Discriminatory issues in recruitment and selection

  • Eva Derous and Ann Marie Ryan. Screening-out the Arab Applicant: Evidence from Two Field Studies in the Netherlands
  • Marise Born and Luis Ramos. Cognitive Pretesting of Role-play Instructions to Investigate Bias in Assessment
  • Annemarie M.F. Hiemstra, Eva Derous, Marise Ph. Born and Alec W. Serlie. Perceptions of Video Resumes among Recruiters and Culturally Diverse Applicants
11.30-12.00 Coffee break
12.00-14.00

New approaches in recruitment

  • Klaus G. Melchers, Dieter Bösser, Thomas Hartstein and Martin Kleinmann. Assessment of Situational Demands in a Selection Interview: Reflective Style or Sensitivity?
  • Stefan Hoeft and Christof Obermann. What are asssessment centers about? A survey on assessment center practices in German-speaking countries
  • Celina Druart. Designing Pareto-optimal Systems for Complex Selection Decisions
14.00-15.00 Lunch break
15.00-17.00

The effect of impression management

  • Pia V. Ingold, Martin Kleinmann, Cornelius J. König and Klaus G. Melchers. Scoring on the trait versus knowing what is being assessed: What explains the criterion-related validity of the interview?
  • Karin Proost, Filip Germeys and Bert Schreurs. Does the effectiveness of impression management depend on the construal level of the recruiter?
  • Ute-Christine Klehe and Martin Kleinmann. Much ado about nothing? Impression Management during Personnel Selection

 

 

 

Wednesday June 22, 2011

9. 00-11.00

Applicant perspectives in recruitment and selection

  • Brigitte Geenen, Karin Proost, Marius Van Dijke and Jasper Von Grumbkow. The Role of Affect in the Relationship between Distributive Justice Expectations and Applicants’ Recommendation and Litigation Intentions
  • Antonio León García-Izquierdo, Silvia Moscoso and Pedro Ramos-Villagrasa. Fairness reactions to promotion methods: procedural justice and job satisfaction
  • Konstantina Georgiou, Ioannis Nikolaou and Maria Tomprou. Personality and job-seeking outcomes in Greece: A diary study and a conceptual model
11.00-11.30 Coffee break
11.30-13.30

Situational Judgement Tests in Selection

  • Filip Lievens, Britt De Soete, Eugene Burke and Carly Vaughan. Situational Judgment Tests in a Global Context: Challenges and Opportunities
  • Benoit Lothe and Isabelle Hansez. Development of situational judgment tests for evaluating Organizational Citizenship Behavior in a professional context: theoretical and methodological issues.
  • Athanasios Gouras and Maria Vakola. Selecting for organization change: The development of a change agent’s behavior measurement tool
13.30-14.30 Lunch break
14.30-16.30

Personality testing at work

  • Bart Wille, Barbara De Clercq and Filip De Fruyt. “Still Flagged After All These Years”: Stability and Validity of Five-Factor-Model Personality Disorder Counts To Predict Career Success After 15 Years
  • Cornelius J. König, Ann-Sibill Merz and Nicoletta Trauffer. What’s in applicants’ mind when they fill out a personality test?
  • Janneke K. Oostrom, Marise Ph. Born, Alec W. Serlie and Henk T. Van Der Molen. Implicit Trait Policies in Multimedia Situational Judgment Tests for Leadership Skills: Can They Predict Leadership Behavior?

 

 

 

Thursday June 23, 2011

9. 00-11.00

High stakes selection

  • Fiona Patterson. Longitudinal validation of low fidelity tests for high stakes selection: Implications for theory policy & practice
  • Rosalind Searle and Deborah Rupp. Practices make perfect: Structural influences on the precision of assessment for medical specialty training
  • Ernest Park, Verlin Hinsz and Gary Nickell. Regulatory-Fit Theory and Person-Job Fit: Prevention Focus’ Primacy in Safe Food Production
11.00-11.30 Coffee break
11.30-13.30

Recruitment / selection effectiveness and outcomes

  • Wilfried De Corte. An Integrated Decision-aid for Shaping Recruitment and Selection Decisions
  • Kristina Danilov, Claudia Bernard-Oettel and Johnny Hellgren. What tells us that managers really want to change hiring strategies? A Swedish study on the role of recruiting manager’s organizational context and self evaluations
  • Kristina Potocnik and Neil Anderson. Selecting for innovation: A 360-degree appraisal study
13.30-14.30 Lunch break
14.30-16.00 Round Table Discussion organized by the Panel
16.00 End of the SGM

18.00-21.00     Open event @ AUEB main building

Title: Evidence Based Approaches in Recruitment and Selection

Ioannis Nikolaou (Athens University of Economics & Business, Greece): Evidence-Based (EB) Management: A focus on Evidence Based-Human Resource Management

Neil Anderson (Brunel University, UK): Good Practice and Good Science: The Intriguing Case of Recruitment and Selection in Europe

Cornelius König (Universität des Saarlandes, Germany): Using personality tests for selection.

Fiona Patterson (University of Cambridge, UK): Evaluating new methods for high stakes selection: Implications for policy and practice