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Full-Text Articles in Other Psychology
Threat Of Technological Unemployment, Use Intentions, And The Promotion Of Structured Interviews In Personnel Selection, Kevin P. Nolan, Dev K. Dalal, Nathan Carter
Threat Of Technological Unemployment, Use Intentions, And The Promotion Of Structured Interviews In Personnel Selection, Kevin P. Nolan, Dev K. Dalal, Nathan Carter
Personnel Assessment and Decisions
Meehl (1986) proposed that an important factor underlying professional decision makers’ resistance to standardized decision aids is threat of technological unemployment – fear that using the practices would reduce the perceived value of their employment. Nolan, Carter, and Dalal (2016) provided initial support for threat of technological unemployment being a factor that contributes to practitioners’ reluctance to adopt scientifically meritorious standardized hiring practices. This study serves to further develop the theory of threat of technological unemployment in personnel selection by (a) replicating the findings of our earlier research using a within-subjects methodology that is more generalizable to the cognitive processes …
Decoy Effects Improve Diversity Hiring, Nathan R. Kuncel, Jeffrey A. Dahlke
Decoy Effects Improve Diversity Hiring, Nathan R. Kuncel, Jeffrey A. Dahlke
Personnel Assessment and Decisions
A growing literature demonstrates that when making choices among multiple options, decision makers are strongly influenced by the mere presence of additional options, even when those options are largely undesirable and are never actually selected. The effects of irrelevant options on decisions, often called decoy effects, have been observed in hiring and admissions decisions where the nature of a third candidate can radically shift preferences. In this study, we examine the influence of decoy effects on diversity hiring and extend research by examining choices with more than two organizational goals. Results indicate that the presence of a second candidate who …
Does Feedback Increase Decision Aid Use Among Hiring Professionals?, Aneeqa Thiele, Alexander T. Jackson, Stacey M. Stremic, Satoris S. Howes
Does Feedback Increase Decision Aid Use Among Hiring Professionals?, Aneeqa Thiele, Alexander T. Jackson, Stacey M. Stremic, Satoris S. Howes
Personnel Assessment and Decisions
We examined the influence of formative and outcome feedback on people’s reliance on decision aids. Decision aids are tools that managers can use to increase the accuracy of their hiring decisions. In our study, participants were asked to make 20 different hiring decisions and make predictions of a candidate’s performance on the job, with the option of using a decision aid formula. We manipulated whether participants received feedback on the accuracy of their predictions, the accuracy of the decision aid’s predictions, or both. The results demonstrated that feedback failed to have a significant impact on decision aid use for both …
Pushing The Limits For Judgmental Consistency: Comparing Random Weighting Schemes With Expert Judgments, Martin C. Yu, Nathan R. Kuncel
Pushing The Limits For Judgmental Consistency: Comparing Random Weighting Schemes With Expert Judgments, Martin C. Yu, Nathan R. Kuncel
Personnel Assessment and Decisions
Consistent use of information has been identified as a critical issue that can undermine expert predictions. Using three personnel assessment datasets, we conduct Monte Carlo simulations to compare the accuracy of expert judgements for predicting the job performance of managers against four different weighting schemes: consistent random weights, completely random weights, unit weights, and optimal weights. Expert accuracy fell within the completely random weight distribution in two samples and at the low end of the consistent random weight distribution in one sample. In other words, consistent random weights reliably outperformed expert judgment for hiring decisions across three datasets with a …