THE IMPACT OF CV AND PERSONALITY ANALYSIS ON THE RECRUITMENT PROCESS: THE CASE STUDY OF TURKEY

Hasan Sahin, Shahryar Ghorbani

Abstract


In the era of economic globalization and knowledge economy, science and technology are not only the focus of competition among countries but also the focus of competition among enterprises. The most significant competition in the science and technology fields is related to human resources. For this reason, the recruitment and retention of the talent suitable for the development of the organization has become the center and origin of sustainable development and competitiveness. The traditional recruitment emphasizes on matching people to positions. An individual's knowledge, skills, and abilities are important to follow and fulfill the needs of a position in the best way. Therefore, the person-position recruitment model had become important for a certain period. However, this approach ignores the effects of individuals and other organizational factors on organizational development. In this approach, the degree of the match between recruited individuals and individual and organizational culture values cannot be estimated, and this leads to some adjustment problems. Therefore, there was a necessity to make some changes in the traditional recruitment model. If there is a new position, it should not only be called to fill it, candidates should be seen as individual psychological entities. In the new period, the focus was on the attitudes, character traits, and even hobbies of the employees. Before the companies decided on a candidate, they began to compare these features with their current teams’ and employees’ features. This approach helps a new employee to adjust himself/herself to the organization more easily and help the company save more time and money.

 

Article visualizations:

Hit counter

DOI

Keywords


personality oriented recruitment, person-organization fit, recruitment processes, personality test

Full Text:

PDF

References


Allen, N. J. ve Meyer J. P. (1990) The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization.

Aronson, E., 2007. The social animal. New York: Worth Publishers.

Bartlein, B., 2002. Hire for attitude, train for skill. Commercial Law Bulletin. Nov/ Dec 2002. 17 (6), p.20.

Budak, S., 2005. Psikoloji sözlüğü, Ankara: Bilim ve Sanat Yayinlari.

Carver, C. S. & Scheier, M.F., 2008. Perspectives on personality. Pearson Education. 6th Edition.

Eagly, A. H. & Chaiken, S., 1993. The psychology of attitudes. Fort Worth, TX: Harcourt, Brace, Jovanovich.

Eagly, A. H., & Chaiken, S., 2007. The advantages of an inclusive definition of attitude. Social Cognition 25(5), 2007, pp.582-602.

Eisenberger, Robert, Huntington, Robin, Hutchinson, Steven ve Debora Sowa (1986). Perceived Organizational Support. Journal of Applied Psychology, 507

Kuchta, W. & Berg, S. 2004. The Paychex formula for talent: hire attitude, teach skills. Journal of Organizational Excellence, Winter 2004, pp. 31-17.

Meredith, B., 2005. Hire attitude, train skills. NZ Business. March 2005, 19 (2), p.47.

Murphy, M., 2012. Hiring for attitude. New York: McGraw-Hill.

Schawbel, D., 2012. Hire for attitude. Forbes, [online] 23 January 2012, Issue 89

Taylor, S. E., Peplau, L. A. & Sears, D. O., 2006. Social psychology. New Jersey: Pearson Education. 12th Edition

A. L. Kristof. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and Implications.




DOI: http://dx.doi.org/10.46827/ejhrms.v0i0.580

Refbacks

  • There are currently no refbacks.


Copyright (c) 2019 European Journal of Human Resource Management Studies

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2015-2018. European Journal Of Human Resource Management Studies (ISSN 2601-1972) is a registered trademark. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.


 

Hit counter