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Article 1

Bolander, P., & Sandberg, J. (2013). How employee selection decisions are made in practice. Organization Studies, 34, 285–311.

Abstract:

• The main findings suggest that selection decision making is characterized by ongoing practical deliberation involving four interrelated discursive processes: assembling versions of the candidates; establishing the versions of the candidates as factual; reaching selection decisions; and using selection tools as sensemaking devices.
• By choosing the right employees, organizations improve their abilities to realize strategic objec­tives and manage future challenges. Although employee selection is considered key for organizations, existing research has usually paid little attention to how selection decision mak­ing takes place in real-life situations

Article 2

Fisher, C. D., & Boyle, G. J. (1997). Personality and employee selection: Credibility regained. Asia Pacific Journal of Human Resources, 35, 26–40.

Abstract:

• This paper reviews problems with personality as a predictor of employee selection by identifying circumstances under which personality measures are most likely to be useful.
• Criticisms of personality testing in selection have included: poor criterion related validity, potential faking by applicants, unfairness, and invasion of privacy. Criticisms of personality testing in selection have included: poor criterion related