23,99 €
inkl. MwSt.
Versandfertig in 6-10 Tagen
12 °P sammeln
Andere Kunden interessierten sich auch für
![O contraste entre a auto-avaliação e a hetero-avaliação no contexto do recrutamento]( "O contraste entre a auto-avaliação e a hetero-avaliação no contexto do recrutamento")
O contraste entre a auto-avaliação e a hetero-avaliação no contexto do recrutamento23,99 €![The Predictive Validity of Psychological Measures in Recruitment]( "The Predictive Validity of Psychological Measures in Recruitment")
The Predictive Validity of Psychological Measures in Recruitment32,99 €![Selection and Recruitment in the Healthcare Professions]( "Selection and Recruitment in the Healthcare Professions")
Selection and Recruitment in the Healthcare Professions59,99 €![Il contrasto tra auto ed etero-valutazione nel contesto del reclutamento]( "Il contrasto tra auto ed etero-valutazione nel contesto del reclutamento")
Il contrasto tra auto ed etero-valutazione nel contesto del reclutamento23,99 €![Der Kontrast zwischen Selbst- und Fremdeinschätzung im Einstellungskontext]( "Der Kontrast zwischen Selbst- und Fremdeinschätzung im Einstellungskontext")
Der Kontrast zwischen Selbst- und Fremdeinschätzung im Einstellungskontext35,90 €![Mobile Phone Addiction in Adolescence]( "Mobile Phone Addiction in Adolescence")
Mobile Phone Addiction in Adolescence32,99 €![Recruitment & Work Attitudes: Implementing Psychology in HR Practices]( "Recruitment & Work Attitudes: Implementing Psychology in HR Practices")
Recruitment & Work Attitudes: Implementing Psychology in HR Practices40,99 €
Recruitment is an anxiety-provoking and difficult task for the company, given the wide variety of parameters to be taken into account and the risk involved. The majority of organizations are no longer satisfied with a simple evaluation of objective performance and therefore use predictive tools such as personality tests to account for non-cognitive aspects of personality. The objective of the present study is to examine, in a selection situation, the differences between the candidate's self-assessment of personality and the recruiter's hetero-assessment on the 5 factors described by the Big Five model (Neuroticism / Introversion / Openness to Experience / Agreeableness / Conscientiousness). In particular, it highlights the significant impact of interview time on the recognition of the candidate's personality. A prolonged meeting allows the recruiter to have a more refined perception of the candidate, who then produces an evaluation that is more in line with that made by the candidate.