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|Title:||The Role of Evaluative Heuristics in the Recruitment Process|
|Abstract:||Psychology literature presents varying interpretations on the role of heuristics and first impressions in judgement formation, with views ranging from the negativistic in the interviewing literature to the highly optimistic in the social psychology and parts of the cognitive psychology literature. In the present study, trained and untrained assessors were asked to predict scores of participants on a computer simulation task featuring screening of a set of emails after a structured brief encounter or following a structured interview featuring competency-based assessment. Spearman correlation coefficients were computed between predicted and actual scores. Results showed that predictions for accuracy were more effective following a structured interview (r = 0.55, p < 0.01), although evaluations made after a brief interaction also allowed the derivation of relevant information (r = 0.22, p < 0.05). Trained assessors were able to outperform untrained assessors in predictions after the brief encounter. Both strategies were ineffective in the predicting of participant‟s time taken on task. The results indicate that heuristic processes can aid in evaluations but that companies would benefit in investing in a methodically solid recruitment processes as these could allow more effective identification of talent.|
|Rights:||Copyright © the author, 2011|
|Description:||The full text of this dissertation is available only to University of Leicester members. Please log in with your CFS username and password when prompted.|
|Appears in Collections:||Masters' Dissertations, School of Psychology|
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