The Influences of Recruitment Processes and Selection Predictors on New Employee Safety

The Influences of Recruitment Processes and Selection Predictors on New Employee Safety 

The associations shown in Fig. 5.1 are nicely explained by Wilde s risk homoeostasis theory (RHT) (see Glendon et al. 1996 Wilde et al. 2002 Simonet and Wilde 1997). RHT predicts that as safety features are added to a system, individuals will increase their risk taking. A number of smdies have shown how 

Study Sample Correlation between trust in selection processes and trust in new employees to work safely Correlation between trust in new employees and perceived safety risk from new employees Correlation between perceived safety risk from new employees and compensatory behaviors to ensure new employee safety 

Burt and Hislop (2013) 118 employees in high-risk jobs from 5 organizations 0.29 -0.13 0.43  

The following sections examine two processes associated with recmitment activities (i.e., job analysis, and realistic safety preview), and a range of selection predictors (application blank, applicant interview, cogiutive, physical, psychomotor, sensory/perceptual ability testing, personality testing, and attitude measurement) which an organization can use to help predict job applicant (new employee s) safety behavior, and overall their ability to work safely. Where appropriate, recommendations on how recruitment and selection processes can be used to improve new employee safety are discussed. Finally, this chapter examines how employees perceptions of organizational processes can be made more realistic. 

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