Does Feedback Increase Decision Aid Use Among Hiring Professionals?

Aneeqa Thiele,Stacey Stremic,Satoris Howes,Alexander Jackson

doi:10.25035/pad.2020.02.004

Abstract

Does Feedback Increase Decision Aid Use Among Hiring Professionals?

Highlights

Hiring managers make selection decisions by collecting a considerable amount of information about applicants in the form of job applications, biodata, tests, interviews, résumés, job simulations, and job references
The results demonstrated that feedback failed to have a significant impact on decision aid use for both hiring choice and performance predictions
Our results showed that people who received outcome feedback about the accuracy of their decisions did not rely on the decision aid more than people who received no feedback, failing to support Hypothesis 1

Summary

Introduction

Hiring managers make selection decisions by collecting a considerable amount of information about applicants in the form of job applications, biodata, tests, interviews, résumés, job simulations, and job references. Decision aids can help decision makers analyze information in depth by helping them make judgments that are based on a predetermined formula (Slaughter & Kausel, 2014) This formula helps reduce error in the prediction of employee performance. Decision aids use a mechanical or algorithmic approach that applies the same weight to each applicant’s score rather than using human judgment or intuition to select an applicant This approach significantly increases both consistency and accuracy within decisions because it establishes a standard for the hiring process, which can help managers collect and use applicant information appropriately (Slaughter & Kausel, 2014). Because people are hesitant to rely solely on mechanical methods (Slaughter & Kausel, 2014), support may need to come in the form of unambiguous feedback about their hiring choices (Shute, 2008). Feedback is used in management practices to help people accomplish their tasks and provide information about how they are doing, how accurately they are doing their jobs, and the adequacy of their work behaviors

Methods

Findings

Discussion

Conclusion