Abstract
Executives and HR managers face many challenges today, such as demographic change, shortage of skilled workers, development of the diversity of the staff, pressure to expect service quality, increase in mental stress, etc. Personnel selection is one of the most critical issues for a company because it is an investment in human capital, which can be a decisive competitive advantage for an organization. For many companies and industries, it is becoming increasingly difficult to find suitable staff, since applicants tend to be interested in large corporations or attractive brands.
Highlights
Personnel selection is one of the most critical issues for a company, because it is an investment in human capital, which can be a decisive competitive advantage
For many companies and industries, it is becoming increasingly difficult to find suitable staff, since applicants tend to be interested in large corporations or attractive brands
In order to coordinate the actions of the individual employees in a company and to ensure a consistent company policy, binding criteria for personnel selection, grouporiented forms of personnel deployment and personnel management based on target values are used (Holtbrügge, 2015, p. 4)
Summary
Personnel selection is one of the most critical issues for a company, because it is an investment in human capital, which can be a decisive competitive advantage. The progress in the selection of personnel is sobering, because personnel managers use comparatively few psychological tests and continue to rely on their intuition based on non-standardized interviews and application documents in decision-making processes At the initiative of the professional association of German psychologists, for example, DIN 33430 ("Requirements for procedures and their use in job-related suitability assessments") was adopted in 2002, which describes requirements for personnel selection. The aim of personnel selection interviews is that on the one hand the respective company can get a general picture of the applicant, on the other hand it can check the written documents and find out the expectations of the applicant. The applicant can get a more precise picture of the company and the relevant area of work in a personnel selection interview and assess development opportunities. Other situational influences that make it difficult to make general statements about the personnel selection interview are e.g. the level of awareness between the two interviewees, the situation on the job market, the age or the age difference of the interview partners, the differences in level of education and social origin, as well as gender (Neuberger, 2015, p. 24)
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