Should you follow your gut? The impact of expertise on intuitive hiring decisions for complex jobs

As jobs become increasingly complex, organizations are challenged with finding effective ways to select and hire successful employees. The high level of uncertainty generally associated with hiring decisions is greater for complex jobs where it is difficult to identify the predictors of good job performance. Intuition research has found expert intuition to be effective in highly uncertain decision environments. However, most employment selection research dismisses the use of intuition and argues that even expert interviewers should not rely on their intuition. To bridge the two research streams, this paper addresses the research question: for complex jobs, can the intuition of expert decision-makers enhance the effectiveness of hiring decisions? The hypotheses were tested via an experimental study design using expert and nonexpert interviewer samples. The results demonstrate that, when recruiting for complex jobs, interviewer expertise does increase the quality of intuitive hiring decisions.

Proposal for Evaluating Workers’ Work Characteristics – Case Study on Business Machinery Production Line –

The General Aptitude Test Battery (GATB) is widely used to evaluate a subject’s cognitive ability for the purpose of selecting appropriate employment. The results of the GATB have been used to place staff in departments ranging from clerical departments to assembly lines. However, at actual manufacturing and assembly sites, workers receive mixed evaluations of “slow work” and “fast work” from the site administrators even though they all have high GATB scores for their jobs. In this study, with the aim of improving job design and employment selection, we do a detailed analysis of the existing GATB method of evaluating work characteristics and worker capacities. We conduct inspection ratings to measure each worker’s ability to adjust their working speeds and analyze the relationship between the GATB score and the worker evaluations. Next, we discover specific motions that explain the evaluation of workers by analyzing worker motions during the GATB. Lastly, we propose a method of determining whether an employee can work quickly in the field.

The Role of Computerized Personality Assessments in Students with Disabilities' School-to-Work Transition

The use of personality measures for pre-employment selection continues to be decidedly strong. Nationwide retailers have opted to administer these assessments increasingly via computer for prospective employees ranging from entry-level worker to upper-level manager positions. School-to-Work transition students with mental and physical disabilities are among the individuals completing these assessments. Nonetheless, the validity evidence supporting their use with this population remains unclear. Because school-to-work transition programs are designed to enhance students' work competence and ultimately employability, schools need to not only develop students' technical knowledge, but also prepare students to handle taking the personality assessments. This is explored in this chapter.