“When it comes to chocolate, we can rely on gut feeling, but it's better not when it comes to selecting staff.” For years, research has emphasized that intuition has no place when recruiting new employees. Many also call intuition gut feeling. Despite scientific findings, gut feeling still plays a very important role when selecting candidates.
Intuition or gut feeling are deep-rooted, instinctive perceptions and reactions that come consciously or unconsciously from one's own experience. Intuition is the opposite of logical decisions. Gut feeling and intuition may be helpful or even essential for survival in certain life situations. When selecting personnel, instinctive perceptions lead to false evaluations. Subjective perceptions are susceptible to prejudices and, as a result, to erroneous decisions.
For example, it becomes critical when reviewing the application documents. This is usually the first step in the selection process. However, this method involves considerable uncertainties. According to surveys, over 80% of the companies surveyed base their assessment of application documents on criteria such as typos, the clarity of the curriculum vitae or gaps in the curriculum vitae. However, these criteria ultimately say nothing at all about future professional success and only result in the selection of potentially suitable candidates.
In addition to reviewing application documents, a personal interview is one of the most common forms of selection and is often the decisive selection tool in practice. Job interviews enable companies to get to know candidates personally and to evaluate the person's characteristics. For companies, the time required for this process is comparatively long; the interview must be prepared, carried out and evaluated by those responsible in the company. There are several concerns about the quality of predicting the interviewee's future career success: Subjectivity and unconscious prejudices, low standardization options to compare different applicants, time limit to get to know a person more closely, stress for the applicant.
Companies can overcome such weaknesses by integrating personnel diagnostics into the recruitment process. Companies significantly simplify personnel selection and use professional personnel diagnostics to reliably find the most suitable and developable talent.
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