, Intelligence and global performance

It is evident that the human face of personnel management is quickly changing into a computer screen (Johnson & Gueutal, 2011). Today, a growing number of people seeking employment, employees applying for training, and organizations promoting candidates post resumes, submit applications, and conduct interviews electronically. The use of technology for seeking and managing employment is leading to a fundamental change in how people interact with the human resource function in their organizations and how human resource activities are conducted (Johnson & Gueutal, 2011). How might professionals working in personnel psychology better prepare themselves to engage with technology and ensure that personnel processes remain valid, reliable, cost-effective, and fair?

Post in 1-2 pages an explanation of how contemporary technology (e.g., social networking, credit checks, online applications, and virtual interviews) might influence personnel psychology. In your response, include three potential benefits and three potential misuses of contemporary technology in personnel psychology. Use info from this week’s references in APA 7th. You may include outside resources.

References:

Jansen, B. J., Jansen, K. J., & Spink, A. (2005). Using the web to look for work: Implications for online job seeking and recruiting. Internet Research, 15(1), 49–66.

Kluemper, D. H., & Rosen, P. A. (2009). Future employment selection methods: Evaluating social networking web sites. Journal of Managerial Psychology, 24(6), 567–580.

Nielsen, M. L., & Kuhn, K. M. (2009). Late payments and leery applicants: Credit checks as a selection . Employee Responsibilities and Rights Journal, 21(2), 115–130.

Posthuma, R. A., Morgeson, F. P., & Campion, M. A. (2002). Beyond employment interview validity: A comprehensive narrative review of recent research and trends over time. Personnel Psychology, 55(1), 1–81.