Stubborn Reliance on Intuition and Subjectivity in Employee Selection

@article{Highhouse2008StubbornRO,
  title={Stubborn Reliance on Intuition and Subjectivity in Employee Selection},
  author={Scott Highhouse},
  journal={Industrial and Organizational Psychology},
  year={2008},
  volume={1},
  pages={333 - 342}
}
  • Scott Highhouse
  • Published 1 September 2008
  • Psychology
  • Industrial and Organizational Psychology
The focus of this article is on implicit beliefs that inhibit adoption of selection decision aids (e.g., paper-and-pencil tests, structured interviews, mechanical combination of predictors). Understanding these beliefs is just as important as understanding organizational constraints to the adoption of selection technologies and may be more useful for informing the design of successful interventions. One of these is the implicit belief that it is theoretically possible to achieve near-perfect… 
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Highhouse (2008) would prefer that decision-making authorities rely on our expert systems rather than persistently relying on ‘‘intuition’’ in high-stakes settings. He argues that implicit beliefs
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We agree with Scott Highhouse (2008) in that it is fair to say that managers rely more heavily on intuition and experience over analytical approaches when making selection decisions. However, our
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Highhouse (2008) is correct in arguing that managers generally do not appreciate the value of psychological tests and tend to overestimate the value of subjective decision making. However, there are
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Purpose – Many human resource professionals erroneously believe that they can hire the best employees without the assistance of decision aids. The purpose of this study is to examine personal and
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“Blinding” — purposefully limiting the information incorporated into an evaluation to reduce the risk of bias — is a policy solution employed in various domains to increase the fairness and accuracy
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Misinformation can have a negative impact on decision making. Little empirical attention has, however, been given to the effect of rumors, a type of misinformation, on person judgments. Although
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