In the case of Spain, the legislation for minority groups during selection is weak despite having equal opportunities legislation in force. In the case of UK, the legal environment for selection made employers to be systematic and to conduct a job analysis when they are looking for employees. As a result, practices as job analysis, criteria development, tests development and validation have been analyzed and improved.
In this way, employers have become more aware of the importance of legal issues during personnel selection procedures. (2008), the Civil Rights Act of 1964 in USA derived in a legal environment which had an important effect on I/O psychology. Countries such as the USA and the UK have developed legal dispositions to ensure equality in the selection process ( Aguinis, 2009). But, during recruitment, applicants provide personal information that companies use to make hiring decisions, and sometimes the information requested by companies is inappropriate and could be used to discriminate ( Bell, Ryan, & Wiechmann, 2004). After recruitment, the selection process takes place, and decision makers evaluate the capabilities of applicants on the attributes required to fill the job effectively ( Smith & Robertson, 1993). Specifically, Stone, Lukaszewski, Stone-Romero, and Johnson (2013) noted that the purpose of recruitment is “to provide the organization with a large pool of job applicants who are well suited for existing openings in terms of their knowledge, skills, abilities, and other attributes” (p. Recruitment is the first step of personnel selection and can be defined as the process of attracting competent individuals to fill jobs ( Schmitt & Chan, 1998). Finalmente, incluimos recomendaciones de buenas prácticas para la política organizacional durante el reclutamiento. Asimismo, hemos encontrado relación entre los resultados anuales de las empresas y el cumplimiento estricto de la legislación.
Combinando técnicas cualitativas y cuantitativas, los resultados mostraron que las empresas incluían contenido potencialmente discriminatorio tanto antes como después de la Ley de Igualdad entre Mujeres y Hombres de 2007. Hemos realizado un estudio comparativo entre los años 2005 y 2009 del contenido de las hojas de solicitud de empleo en las webs de todas las empresas que cotizaban en bolsa en esos años. Basándonos en la Teoría del Sesgo Racional y en la legislación vigente en materia de igualdad, en este estudio se explora el posible uso discriminatorio contra las mujeres en las empresas que cotizan en la bolsa española, así como su relación con los resultados organizacionales. Pero esta información podría ser utilizada de forma discriminatoria en la toma de decisiones. To conclude, we provide recommendations regarding desirable policies and organizational practices in the context of the area being studied.Įl proceso de reclutamiento es una fase importante del proceso de selección, donde se solicita información personal de los candidatos. Regarding organizational results, small but significant relationships between legal fulfillment and annual returns were found, but these results could have been influenced by factors attributable to the economic crisis. Results show that companies did include potentially discriminatory questions in application forms, even after the law enforcement, but not in recruitment statements. All the websites of the Spanish Stock Exchange were analyzed.
We have performed a comparative study between 20 implementing a combination of qualitative and quantitative analysis. Based mainly on the legal framework and the Rational Bias, the present paper explores the use of potentially discriminatory content against women in Spanish companies according to the enforcement of the equal employment opportunity legislation in 2007, and its relationship with organizational results. The recruitment process aims to request relevant information from applicants, but sometimes this could be used to discriminate.