Personeelsselectie door werkgevers: het belang van diepte-informatie

Samenvatting

This article accounts for the way in which employers make use of more or less intensive information in the selection of their future employees. Economic and sociological insights are combined in this explanation: the economic search theory, applied to selection behavior of employers, is supplemented by sociological ideas on the embeddedness of selection processes in social networks and the influence there upon of characteristics of functions, organizations and labor markets. To test our model we make use of data collected in 1990 in a study on employers' search and selection behavior on the market for persons with a higher vocational training and a university degree (n=139). The results of our test are mixed, some hypotheses are confirmed, others not. On the positive side, the most telling result is that the characteristics of the functions for which employers are selecting, i.g., jobs with a greater damage potential, a better career perspective, or a difficult measurability of productivity, do induce them to search for intensive information. Furthermore, the size of the organization and the presence of a personnel department do promote the use of in-depth information in the selection proces. [ABSTRACT FROM AUTHOR]; Copyright of Mens en Maatschappij is the property of Amsterdam University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)