Personal data protection before and during the establishment of the employment relationship The diploma thesis is devoted to personal data protection before and during the establishment of the employment relationship. The objective of this thesis is to outline the personal data protection in the context of the employment relationship establishment, to give a comprehensive overview of its legislation in particular, describe the basic terms and principles relating to this subject matter and specify the most important rights and obligations regarding both stages of the employment relationship establishment. The basis for the thesis is primarily the legislation of the General Data Protection Regulation and Personal Data Processing Act 2019 (No. 110/2019 Coll.). The diploma thesis is divided into four chapters. The historical events with a significant influence on the personal data protection development are described in the first chapter. This chapter also explains the concept of a right to privacy and separation of the right to protection of personal data from it. The second chapter deals with personal data protection legislation on the international level, as well as EU level and national level. The third chapter defines selected fundamental terms relating to personal data protection, particularly...

The purpose of this research project was to explore differences in perceptions of organizational justice and related attitudes. Through the use of a 3 x 2 experimental design, participants were randomly assigned to groups in which they were exposed to a fictitious organization’s mock recruitment document publicizing different types of affirmative action programs and varying levels of information regarding the mechanics of such programs. Results did not demonstrate statistically significant differences across groups. Project implications, limitations, and suggestions for future research are discussed.

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Yes / We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter to individuals and employers (“So what?”). This is followed by a consideration of “What’s new?” by conducting a comprehensive and detailed review of applicant reaction research centered upon four areas of growth: expansion of the theoretical lens, incorporation of new technology in the selection arena, internationalization of applicant reactions research, and emerging boundary conditions. Our final section focuses on “Where to next?” and offers an updated and integrated conceptual model of applicant reactions, four key challenges, and eight specific future research questions. Our conclusion is that the field demonstrates stronger research designs, with studies incorporating greater control, broader constructs, and multiple time points. There is also solid evidence that applicant reactions have significant and meaningful effects on attitudes, intentions, and behaviors. At the same time, we identify some remaining gaps in the literature and a number of critical questions that remain to be explored, particularly in light of technological and societal changes. / Research grant from the Social Sciences and Humanities Research Council of Canada awarded to Julie M. McCarthy (No. 435-2015-0220).

Yes / We present a targeted review of recent developments and advances in digital selection procedures (DSPs) with particular attention to advances in internet-based techniques. By reviewing the emergence of DSPs in selection research and practice, we highlight five main categories of methods (online applications, online psychometric testing, digital interviews, gamified assessment and social media). We discuss the evidence base for each of these DSP groups, focusing on construct and criterion validity, and applicant reactions to their use in organizations. Based on the findings of our review, we present a critique of the evidence base for DSPs in industrial, work and organizational psychology and set out an agenda for advancing research. We identify pressing gaps in our understanding of DSPs, and ten key questions to be answered. Given that DSPs are likely to depart further from traditional nondigital selection procedures in the future, a theme in this agenda is the need to establish a distinct and specific literature on DSPs, and to do so at a pace that reflects the speed of the underlying technological advancement. In concluding, we, therefore, issue a call to action for selection researchers in work and organizational psychology to commence a new and rigorous multidisciplinary programme of scientific study of DSPs.

Parallel to artificial intelligence (AI) becoming a more common complement in the recruitment processes, there has been a growing concern among human resources managers, that dehumanization will harm the relationship between employees and employers. Today we see that there has been another development with AI-based recruitment tools in human resources. Companies in many different industries work with AI to improve various aspects of business processes, such as speed, scale and decision-making. Efficiency improvement is a recurring concept in recruitment, especially for industries such as IT where digitalisation continues to increase. The purpose of the study is thus to investigate perceptions of candidate terms regarding AI-based recruitment. To achieve this, a qualitative study was conducted, with semi-structured interviews. Four people who underwent an AI-based recruitment process were interviewed, as well as two recruiters with expertise in the field. The material was analyzed using thematic analysis. The results show that the respondents had a negative attitude towards dehumanizing the recruitment process. A crucial factor that influenced the perception of the respondents was the inability of AI to assess social skills. A majority of respondents agreed that AI-based recruitment tools are necessary to make time-consuming administrative tasks more efficient. Only one respondent was willing to go through a completely AI-based recruitment process, and all respondents pointed out different ways in which the recruitment tools need to be improved. Finally, it was concluded that the AI-based recruitment process must be transparent, reviewed and used as a basis for decision-making rather than decision maker, in order for candidates to have a positive perception of the recruitment. / Allt eftersom artificiell intelligens (AI) blir ett vanligare komplement i rekryteringsprocesser, har oron ökat bland personalansvariga att avhumaniseringen ska leda till skador i relationen mellan arbetstagare och arbetsgivare. Tidigare forskning inom området behandlar faktorer som diskriminering, kvalitetsbrister och andra negativa aspekter till följd av bristande algoritmer för beslutstagande. Forskningen behandlar främst studier ur organisationens perspektiv, och ett kunskapsgap finns gällande kandidaters uppfattning av AI-baserade rekryteringsverktyg. Syftet med studien är därmed att undersöka vilka uppfattningar som finns om kandidaternas villkor, gällande AI-baserad rekrytering. För att uppnå syftet utfördes en kvalitativ studie, med semistrukturerade intervjuer. Fyra personer som genomgått en AI-baserad rekryteringsprocess intervjuades, samt två rekryterare med expertis inom området. Materialet analyserades med hjälp av tematisk analys. Resultatet visar att respondenterna var negativa till den avhumaniserade rekryteringen, främst när det gäller AI-baserade tester. En avgörande faktor som påverkade uppfattningen hos intressenterna var oförmågan hos AI-systemen att bedöma den sociala förmågan. Alla var överens om att den AI-baserade rekryteringsverktyg är nödvändiga för att effektivisera tidskrävande administrativa uppgifter och i framtiden kommer vara en självklarhet. Endast en kunde tänka sig att gå igenom en helt avhumaniserad rekryteringsprocess, och samtliga påpekade olika sätt där rekryteringsverktygen måste förbättras. Slutligen drogs slutsatsen att AI-baserade rekryteringsprocesser måste vara transparenta och granskas kontinuerligt. Vidare bör AI-baserade rekryteringsverktyg användas som en del i ett brett beslutsunderlag snarare än att ta beslut, för att kandidater ska lämna rekryteringsprocessen med en positiv uppfattning.

Indiana University-Purdue University Indianapolis (IUPUI) / Initial research on structuring the interview process investigated structure’s impact on the interview’s psychometric properties (e.g., reliability and validity). In contrast, the empirical literature has begun to consider the impact of increased interview structure on job applicant reactions to the interview and the companies that utilize them. Current research has studied the effects of interviewer characteristics on applicant reactions and the effects of different types of selection procedures on applicant fairness reactions. In addition, while studies have examined the impact of applicants’ perceived control on their reactions to selection procedures, few studies have examined this impact specifically for the employment interview. Given the widespread use of the interview in selection, this study adds to current research by focusing on applicant reactions to four elements of the interview identified as being salient to applicants (i.e., the degree to which the interviewee perceives that applicants are asked the same questions, the use of situational or behavioral type questions, controlling the use of ancillary information by the interviewer, and the degree to which questions from the applicant are controlled). In addition, this study focused on need for control as a moderator of the relationships between interview structure and fairness perceptions, recommendation intentions, and acceptance intentions. Participants consisted of 161 students voluntarily participating in three different interviewing scenarios: unstructured, semi-structured, and structured interviewing scenario. The participants completed post-interview measures asking them about their perceptions of fairness, their intention to recommend the company to others, and their intention of accepting an offer if one is made by the company. Although the hypothesized relationships between elements of structure and applicant evaluations of the interview were largely not supported, the results did indicate that student applicants perceived semi-structured and structured interviews to be fairer than unstructured interviews. In addition, the results suggest that more structured interviews may lead to lower behavioral intent to recommend the job to others or accept a job offer. Implications of the results are discussed in terms of how interview structure relates to the candidates’ perception of fairness, recommendation intentions, and acceptance intentions.