Index

Citation

Trompenaars, F. and Woolliams, P. (2024), "Index", New Approaches to Recruitment and Selection, Emerald Publishing Limited, Leeds, pp. 103-105. https://doi.org/10.1108/978-1-83797-759-820241022

Publisher

:

Emerald Publishing Limited

Copyright © 2024 Fons Trompenaars and Peter Woolliams

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INDEX

AB type employers

, 89

Access to networks

, 58

Accountability

, 32

Advance of technology

filtering applications

, 41–44

savvy job seekers and filtering employers

, 44

Affirmative action (see Positive discrimination)

Alcoholics

, 77

Applicants

candidate profiling

, 14–17

early methods

, 13–14

Artificial intelligent methods (AI methods)

, 41

Aspiration–achievement

, 36

Aspirational level

, 35

Assessment and selection

job applicant’s perspective

, 72–73

organisation’s perspective

, 67–72

Assessment types

, 13

Assessors

, 69

Attainment level

, 35

Autonomous individual

, 1–2

Balanced scorecards

, 29

‘Basic Appraisal Quality’-system

, 14

Battle of values and purpose

, 61–62

Bias

, 57

Blood groups metaphor

, 85

Boomerex

, 39

Candidate profiling

, 14–17

Career

, 80

death

, 79

developing/supporting cultures

, 79–82

ladder

, 81

Centres

, 67

ChatGPT

, 45

Classic macro-generational groupings

, 38

Classical approach

, 7

Cloning process

, 1

Co-inventors

, 69

Competition

, 57–58

Consultants

, 16

Corporate culture stereotypes

, 34

Corporate identity

, 1

Creative individuals

, 69

Cronbach Alpha reliability analysis

, 65

limitations of linear models

, 25–29

validation studies

, 19–25

Cultures

, 33

Currently Estimated Potential (CEP)

, 14

DISC

, 15

Discrimination

, 57–58

Dumb systems

, 45–47

Effective leadership

, 28–29

Eiffel Tower culture

, 63, 69

Employers

, 41

Evaluation based on cultural type

, 34–36

Experience

, 58

Extended generation groupings

, 38

Extroversion–introversion (E vs. I),15

Family culture

, 69

Filtering

applications

, 41–44

employers

, 44

Finite games

, 75

Galactica

, 46

Generation Z

, 37

Generational typographies

, 39

Geriatric millennials

, 39

Global thinking

, 63

Globalisation of recruitment

, 17

Google

, 9

Guided Missile culture

, 68–69

Hay Guide Chart Profile Method

, 32

Hay Job Evaluation

, 2, 14

Hay system for evaluation

evaluation based on cultural type

, 34–36

job descriptions

, 31–33

Helicopter, Analysis, Imagination, Realism and Leadership system (HAIRL system)

, 14

Helicopter quality

, 21

Hiring manager

, 7

Hiring process

, 11–12

House ownership

, 38

HR departments

, 13

Human Resources

, 3

IKEA

, 84

and job seekers reconciling competing demands

, 88

meta dilemmas for recruitment

, 84

Imagination work in reality

, 22–23

Incubator culture

, 69

International leadership assessment

, 36

Interviewer

, 7

Interviews

, 7–9

Job applicant’s perspective

, 72–73

Job applications

, 41

Job descriptions

, 31–33

Job hirers

, 91

Job interviews

, 91

Job market

, 58

Job seekers

, 41, 47, 91

interest in software for job searching

, 51

Job selection

, 8

Jobs for life

, 4

Judging–perceiving (J vs. P)

, 15

Labour market

classic macro-generational groupings

, 38

extended generation groupings

, 38

Generation Z

, 37

Language barriers

, 58

Leadership

, 32

antagonising individuals

, 77

free of cultural bias

, 75

Limited job opportunities

, 58

Linear models

effective leadership

, 28–29

limitations of

, 25–29

LinkedIn survey

, 11

MBTI

, 2

Mental management system

, 71

Meta-dilemma for job applicants

, 84

Micro-generations

, 38

Microsoft

, 50

Millennials

, 37

Myers–Briggs Type Indicator (MBTI)

, 13–16, 25

National Westminster Bank Manager

, 79–80

Networking

, 58

New framework

, 63–66

OCR system

, 33

Online Companion APP

, 83–89

Online semistructured interviews

, 65

Organisation Values Profiler (OVP)

, 64, 83

Organisations

, 1, 11–12

competing demands

, 85

perspective

, 67–72

Overseas travel

, 38

Passive candidates

, 41

Person/learning/adaptability

, 65

Personal Values Profiler (PVP)

, 65

Personality preferences by country

, 17

Point’s factor’ method

, 32

Positive discrimination

, 62

Power of analysis

, 20

Power to integrate

, 20

Power/human relations/involvement

, 65

Principle of Equifinality

, 42

Problem solving

, 32

Reconciliation graph

, 21, 23, 25

Reconciling organisation

, 64

Recruitment

, 99

processes

, 57

software for hirers

, 47

Reflective individual

, 1–2

Retaining staff

, 53

Robotic systems

dumb systems

, 45–47

job seeker’s interest in software for job searching

, 51

questions

, 48–51

unintended bias

, 47–48

Role models

, 59

Role/efficiency/consistency

, 64

Savvy job seekers

, 44

Secondary-school education

, 5

Selection

, 99

Selection process

, 13

Sensing–intuition (S vs. N)

, 15

Servant leadership

, 95

Shareholder value

, 3

Shell’s HAIRL system

, 2

Shhh-oomers

, 39

Silent Generation

, 38

Sixteen Personality Factor Questionnaire (16PF)

, 14–15

Skills

, 32

gap

, 58

lack of skills assessment

, 57

Stereotyping

, 59

Subjective careers

, 80

‘Supervised learning’ algorithms

, 42

Talent shortage

, 58

Task/strategy/mission

, 64

Technology

, 1

Theory of absolute judgement

, 7

Thinking through feeling

, 24–25

Thinking–feeling (T vs. F)

, 15

360° feedback

, 2, 14

Trades unions

, 38

Triangulation with face-to-face

, 65

Turnover rates

, 57

Type ‘O’ mentality

, 91–97

Type AB universal recipient (employer) job seekers

, 85

Unintended bias

, 47–48

Universal donors

, 85

Universal recipients

, 85

Unsupervised enquiry

, 43

Unsupervised learning

, 42–43

US quits

, 53–55

Validation studies

, 19

helicopter quality

, 21

imagination work in reality

, 22–23

power of analysis and power to integrate

, 20

thinking through feeling

, 24–25

War for Talent

, 2, 5

Xennials

, 39

Zennials

, 39