Personnel Selection Process Research Articles

Complexity analysis and practical resolution of the data classification problem with private characteristics

In this work we analyze the problem of, given the probability distribution of a population, questioning an unknown individual that is representative of the distribution so that our uncertainty about certain characteristics is significantly reduced—but the uncertainty about others, deemed private or sensitive, is not. Thus, the goal of the problem is extracting information being relevant to a legitimate purpose while preserving the privacy of individuals, which is crucial to enable non-intrusive selection processes in several areas. For instance, it is essential in the design of non-discriminatory personnel selection, promotion, and layoff processes in companies and institutions; in the retrieval of customer information being relevant to the service provided by a company (and no more); in certifications not revealing sensitive industrial information being irrelevant for the certification itself; etc. Interactive questioning processes are constructed for this purpose, which requires generalizing the notion of decision trees to account the amount of desired and undesired information retrieved for each branch of the plan. Our findings about this problem are both theoretical and practical: on the one hand, we prove its NP-completeness by a reduction from the Set Cover problem; and on the other hand, given this intractability, we provide heuristic solutions to find reasonable solutions in affordable time. In particular, a greedy algorithm and two genetic algorithms are presented. Our experiments indicate that the best results are obtained using a genetic algorithm reinforced with a greedy strategy.

Assessment centers in the virtual age: validity and fairness in gender and age

PurposeThis study focused on integrating digital methodologies in personnel selection processes and explored the psychometric properties of virtual assessment centers as alternatives to traditional ones. We evaluated the validity of a virtual application of an assessment center and its fairness in gender-based evaluations.Design/methodology/approachWe collected data from 120 managers at an Italian company undergoing evaluations through an online assessment center. This virtual platform administered tests in English across three exercise phases to gauge competencies such as teamwork, decision-making, execution and assertiveness. The study employed Pearson correlation indexes, principal component analysis, McDonald’s omega, binary logistic regression, MANOVA, chi-square and the 4/5th rule for statistical analyses to assess the validity and gender fairness of the virtual assessment method.FindingsThe results indicate that virtual assessment centers show promising validity and do not exhibit adverse impacts based on gender or age. This suggests that they are a fair method for evaluating candidates. These results support the potential of digital methodologies to serve effectively in personnel selection processes, offering theoretical and practical implications for future application and research.Originality/valueThis article contributes novel insights into the evolving field of digital personnel selection processes. By systematically evaluating the validity and gender fairness of virtual assessment centers, the research addresses a significant gap in existing literature, providing a foundational basis for further exploration into virtual assessment methodologies.

Exploring the requirements for green competencies in recruitment and personnel selection processes

The aim of the article was to evaluate the extent to which green competencies are featured in recruitment and personnel selection processes as criteria for assessing and verifying candidates' suitability for job opportunities. The method applied in the study was existing data analysis, which involved a literature review and an analysis of job advertisements on the job portals pracuj.pl and doinggood.pl (N=3617). To complement the analysis with qualitative data, individual unstructured interviews with the management and staff of recruitment firms (N=55) were conducted. As a result, an original catalogue of green competencies sought by employers in various industries was developed. The study further revealed that green competencies, although emerging in the economy as it progresses towards "greening", are not yet commonly recognised. While they are well described in the literature, business practitioners often understand them in terms of generalised statements indicating skills in reducing negative environmental impact. Consequently, they are not always treated as an objective factor in assessing a job candidate’s suitability for a position at the company.

ABOUT THE MODEL OF HUMAN CAPITAL FORMATION OF EMPLOYEES OF THE PUBLIC ADMINISTRATION SYSTEM OF UKRAINE

The article is devoted to substantiating the expediency and necessity of ensuring the continuous development, renewal and increase of human capital of human resources of socio-economic systems of any purpose, field of activity and scale, as well as the priority importance of the formation of adequate human capital among employees of the public administration system as a condition for effective use human resources of other systems and subsystems of Ukraine. It has been demonstrated that the interpretation of the personality model according to the RAEI method (I. Adizes) in the form of a J. Venn diagram, the use of appropriate test tools and the proposed analysis method to identify its functional characteristics and obtain useful information about the state of its human capital. allows to form conclusions and recommendations regarding its improvement by making appropriate changes and additions to educational and professional programs. In addition, the results of the experimental approbation of the model, the test and the analysis of the results also demonstrated the possibility of recommending it for use in personnel selection processes for the system of public management and administration.

Virtual assessment centres versus face-to-face assessment centres: psychometric properties

ABSTRACT Technological advancements in the past decade have transformed personnel selection processes. This study compares the psychometric properties of virtual assessment centres (VACs) and face-to-face assessment centres (FTF-ACs). The study reports the findings of a field study involving 10,898 candidates participating in a selection process for military positions through either an FTF-AC or a VAC. The study finds that the two ACs appeared to capture the measured capabilities in a different manner. However, the measured capabilities in two ACs are related similarly to other variables, and there is good reliability between assessors in VACs. For most dimensions, the reliability in the VAC was similar to that in the FTF-AC. However, performance ratings in the VAC were significantly higher than those in the FTF-AC. This is the first study that compares the psychometric properties of a VAC and an FTF-AC. The results provide initial support for organizations’ use of VACs in personnel selection. Nonetheless, further research is needed to validate the effectiveness of VACs and to understand their limitations. The article also includes recommendations for future research.

Benchmarking with a Language Model Initial Selection for Text Classification Tasks

The now-globally recognized concerns of AI’s environmental implications resulted in a growing awareness of the need to reduce AI carbon footprints, as well as to carry out AI processes responsibly and in an environmentally friendly manner. Benchmarking, a critical step when evaluating AI solutions with machine learning models, particularly with language models, has recently become a focal point of research aimed at reducing AI carbon emissions. Contemporary approaches to AI model benchmarking, however, do not enforce (nor do they assume) a model initial selection process. Consequently, modern model benchmarking is no different from a “brute force” testing of all candidate models before the best-performing one could be deployed. Obviously, the latter approach is inefficient and environmentally harmful. To address the carbon footprint challenges associated with language model selection, this study presents an original benchmarking approach with a model initial selection on a proxy evaluative task. The proposed approach, referred to as Language Model-Dataset Fit (LMDFit) benchmarking, is devised to complement the standard model benchmarking process with a procedure that would eliminate underperforming models from computationally extensive and, therefore, environmentally unfriendly tests. The LMDFit approach draws parallels from the organizational personnel selection process, where job candidates are first evaluated by conducting a number of basic skill assessments before they would be hired, thus mitigating the consequences of hiring unfit candidates for the organization. LMDFit benchmarking compares candidate model performances on a target-task small dataset to disqualify less-relevant models from further testing. A semantic similarity assessment of random texts is used as the proxy task for the initial selection, and the approach is explicated in the context of various text classification assignments. Extensive experiments across eight text classification tasks (both single- and multi-class) from diverse domains are conducted with seven popular pre-trained language models (both general-purpose and domain-specific). The results obtained demonstrate the efficiency of the proposed LMDFit approach in terms of the overall benchmarking time as well as estimated emissions (a 37% reduction, on average) in comparison to the conventional benchmarking process.

The use of Psychometric Tests for Personality Assessment in Public Administration Personnel Selection Processes

Abstract The evaluation of non-cognitive variables, such as personality factors, is key in personnel selection processes in public administration, although its application presents certain challenges. This article addresses the need to ensure the validity of these processes by integrating the principles of transparency and publicity with best practices in the use of tests. Based on the report from the Test Commission of the General Council of the Spanish Psychological Association on the use of psychometric tests in selection processes in public administration, 16 recommendations are provided, organized into seven areas: objectives, test application, scoring, selection criteria, reports, functional diversity, and qualifications. We emphasize the need to document and justify each stage to guarantee fair and well-founded decisions. These guidelines solve some of the issues that arise in the application of non-cognitive tests, and ensure alignment with the principles of publicity, transparency, and fairness in public sector selection.

Troops Preparation Policy On A World Peace Mission

Indonesia’s involvement in peacekeeping missions has long been a key part of its foreign policy, contributing to world peace as outlined in Republic of Indonesia Law Number 37 of 1999 concerning Foreign Relations. This study aims to analyze the government's policy implementation regarding troop preparation for world peace missions, particularly in relation to Indonesia's role as a Troops Contributing Country (TCC) to the United Nations (UN). The research utilizes a qualitative descriptive approach to understand the intricacies of the troop preparation process through George Edward III's policy implementation model, which emphasizes the importance of disposition, communication, resources, and bureaucracy. Data were collected through document analysis, interviews, and observation of relevant practices in Indonesian military operations. The findings highlight that the personnel selection process for peacekeeping missions is highly structured, requiring compliance with rigorous standards set by both the Indonesian government and the UN. The pre-deployment training, supervised by the TNI (Indonesian National Army) Headquarters, ensures that selected personnel are adequately prepared for their assignments. This comprehensive preparation includes mental and physical readiness, as well as the necessary technical and language skills. The results also emphasize the importance of strong inter-agency coordination, particularly between the Ministry of Defense and the Ministry of Foreign Affairs, to ensure the success of these missions. Furthermore, the study reveals that budgetary and resource constraints remain significant challenges in sustaining peacekeeping operations. In conclusion, Indonesia's contribution to global peacekeeping missions underscores the nation's commitment

UN PROFIL DE TIP BIG FIVE AL PERSONALITĂȚII POLIȚIȘTILOR: analiză comparativă România-Moldova

Personality factors play a significant role in determining the choice of a profession. Military organizations select workers based on specific personality traits. The purpose of this study is to identify the personality traits prevalent among the sampled police officers and to examine the factors that may influence the development of these traits, such as age, gender, and nationality. The research sample consists of 100 police officers (50 Romanian and 50 Moldovan), who work in operative structures. Personality structure was assessed using the Zuckerman-Kuhlman Personality Questionnaire targeting five personality factors: impulsive sensation seeking, sociability, neuroticism-anxiety, aggression-hostility, and activity. The results show that police officers are mostly sociable and active people. Age is negatively associated with activity (p 0.01) and impulsive sensation seeking (p 0.05), and positively with anxiety (p 0.01). Also, there are statistically significant differences between Romanian and Moldovan police officers, regarding sociability (p 0.01). Regarding the influence of personality by the gender factor, no significant differences were recorded between women and men (the uniformity of workers being specific to the military organizational environment). The results obtained in this research provide important information about the personality of police officers, useful both in the personnel selection process and in the psychological assistance of police workers.

Prediction of Employees’ Addiction Potential Based on Some of the Most Important Psychological Variables: A Discriminant Analysis Study

Background: Drug addiction significantly impacts employee performance, leading to increased absenteeism, reduced productivity, and higher rates of occupational accidents. Therefore, identifying predictive factors for addiction potential is crucial in preventing drug dependence. Objectives: This study aimed to develop a group membership model using discriminant analysis to predict employees' potential for addiction based on key psychological variables. Methods: A correlational study was conducted with a statistical population consisting of all employees working in public departments in Bojnord City, Iran, in 2021 (N = 2,837). A random sample of 303 employees was selected to complete the Iranian Form of the Addiction Potential Scale, the Big Five Inventory, the Cognitive Emotional Regulation Questionnaire, and the Generalized Self-Efficacy Scale. Data analysis was performed using the discriminant analysis method in SPSS software version 23. Results: The findings revealed that employees' addiction potential can be predicted using personality and cognitive variables. The discriminant analysis equation effectively distinguishes employees with high and low addiction potential based on psychological variables, including extroversion, neuroticism, self-efficacy, and cognitive emotional regulation. Conclusions: The study concluded that self-efficacy, cognitive emotional regulation, neuroticism, and extroversion are significant predictors of addiction potential. It is recommended to incorporate these variables into training courses and personnel selection processes for government jobs.

Personnel Selection in a Coffee Shop Company Based on a Multi-Criteria Decision-Aiding and Artificial Intelligence Approach

Human capital management is a strategic element for companies in a globalized world. Therefore, they must use strategies and methods to recruit and select personnel assertively to focus their training, strengthening, and business growth efforts. Personnel selection can be seen as a decision problem and can be addressed in a multi-criteria decision-making context. This work aims to present the selection process of a barista in a Mexican coffee shop. The baristas could be the face of the company to customers, and they could significantly impact their overall experience. The personnel selection process included eleven candidates and three criteria. This process was performed using the ELECTRE-III to model the preferences of a decision-maker and RP2-NSGA-II+H, a multi-objective evolutionary algorithm that exploits fuzzy outranking relations to derive multi-criteria rankings. The ordering obtained with the algorithm did not have any inconsistency concerning the integral preference model, and it allowed for the selection of a candidate to occupy the barista position. The results show the relevance of combining preference modeling with multi-criteria analysis methods for decision-making and artificial intelligence techniques.

Optimization of personnel selection processes the perfect candidates search algorithm

The article discusses an algorithmic approach to the selection of ideal candidates, using criteria analysis and an automated selection process, to optimize personnel selection processes and increase the efficiency of personnel management. The effectiveness of this method, as well as its practical applications in recruiting and internal transfer of employees, were studied. In today's world, where the competition in the labor market is extremely high, finding the ideal candidates becomes a key task for many companies. Choosing the right candidate for a job vacancy can have a significant impact on the success of a business, and automating the candidate selection process allows employers to significantly save time and resources on manual selection. Therefore, there is a need to research various methods and algorithms of personnel selection to achieve the maximum efficiency of process automation. Scientific studies and publications related to the selection of candidates and the application of algorithms in this area reflect the multifaceted and complex nature of the recruitment process. Previous research has addressed a wide range of issues, including the development of selection criteria, psychological tests, career trajectory analysis, and the effectiveness of various methods and approaches to candidate selection. Some research focuses on the development of machine learning and artificial intelligence algorithms to automate the candidate selection process, in particular by analyzing CVs, professional skills and testimonials. Other research examines the role of social media in recruitment and the development of algorithms to analyze candidate social media profiles. In addition, research has been conducted to examine the impact of various factors, such as cultural and social differences, on the candidate selection process. These studies provide a valuable contribution to the understanding of the most effective recruitment strategies and methods in different settings. A general trend in previous research is an attempt to ensure the objectivity, efficiency and innovation of the candidate selection process by developing new algorithms and methods that take into account a wide range of factors and business needs.

PERSONNEL SELECTION IN HOSPITALITY INDUSTRY WITH THE INTEGRATED ENTROPY-RAPS MODEL

The personnel selection and recruitment process are crucial in labour-intensive hospitality industry because the personnel are the most important resource that interacts closely with the guests and ultimately determines the performance of the organization. This study tackled the human resources manager selection problem at a five-star accommodation facility in Alanya, employing “Multiple Criteria Decision Making” (MCDM) methods. The characteristics that individuals applying for this position should possess were established through the opinions of hotel managers. The indicator weights and the rankings of candidates were established using the Entropy and RAPS methods, respectively. The study concluded that the model employed is well-suited for the process of selecting personnel. This study is seen as a valuable addition to the literature, as it marks the inaugural application of the Entropy-RAPS model in addressing personnel selection challenges.

Personnel Selection Based on the LBWA, TOPSIS and GRA Methods: A Case Study on Foreign Trade Company

Recruitment and personnel selection are affected by significant factors. Thus, personnel selection is one of the main decision-making problems for a company’s long-term survival. The objective of this study is to identify the most suitable candidate for the export department of a company operating in Mersin, using the Level Based Weight Assessment (LBWA)-based Technique of Order Preference Similarity to the Ideal Solution (TOPSIS) and Grey Relational Analysis (GRA) methods. The criteria were determined based on the literature review and experts’ opinions. The weight of criteria was calculated by the LBWA method, and the alternatives (candidates) were ranked using the TOPSIS and GRA methods. The LBWA results showed that fluency in a foreign language and team player were the most and least important criteria, respectively. The results from both methods (TOPSIS and GRA) suggested different candidates for the relevant positions. Furthermore, sensitivity analyses were conducted to assess the validity and robustness of the results. In conclusion, the findings of this study provide valuable insights to decision-makers involved in the personnel selection process.

SOFTWARE FOR AUTOMATION OF PERSONNEL PROFESSIONAL SELECTION AND EMPLOYEE ATTESTATION OF JSC «NAFTAN» BASED ON THE MODEL OF KEY COMPETENCIES

Formation of a capable and highly efficient team is the main task of personnel work at petrochemical enterprises, which are high-risk facilities. High requirements are imposed on the qualification of engineering and technical personnel of oil refineries. The process of selection of candidates for work in technical or engineering specialties is rather labor-intensive. Development of software for automation of personnel selection and employee attestation processes for JSC «Naftan» based on the model of key professional competencies will improve the procedure of hiring efficiency, will allow processing more applications of applicants and focusing on the best of them already at the initial stages.

Selection of Academic Staff Based on a Hybrid Multi-criteria Decision Method Under Neutrosophic Environment

Multi-criteria decision-making (MCDM) is a decision-making process that involves assessing and selecting the best alternative from a group of options based on various criteria or qualities. In this research work, we propose and elucidate the theory of neutrosophic logic, which is unique in its approach to evaluating candidates’ performance in a manner that takes into account significant elements and criteria that are essential for the overall process when dealing with unclear, inaccurate, or incomplete data. We propose a novel hybrid integrated MCDM methodology based upon neutrosophic Delphi (N-Delphi) and neutrosophic AHP (N-AHP) methods, which takes into consideration the importance of each decision-maker and their preferences per evaluation criterion. A new MAXMIN threshold value technique treats the criteria under consideration as the decision alternatives and their score functions as their payoff values, thus reducing unnecessary resources by eliminating unimportant criteria during the personnel selection process.

СОВЕРШЕНСТВОВАНИЕ ПРОЦЕССА ОТБОРА ПЕРСОНАЛА НА ДЕРЕВООБ-РАБАТЫВАЮЩЕМ ПРЕДПРИЯТИИ

The article presents the results of a study of the personnel selection process at a wood-working enterprise. The authors analyzed the personnel selection activities, identified problems and developed recommendations for improving the personnel selection pro-cess.

Employer and employee perceptions of cybervetting as a selection method

AbstractCybervetting—reviewing candidates' online profiles—is a relatively new technique used in the personnel selection processes, but empirical studies have largely been conducted with western samples. In Study 1, we interviewed 20 employers from different sectors in a metropolitan city in Turkey and examined the characteristics and implications of the construct. We summarized the reasons given by participants who avoided cybervetting (i.e., irrelevance, validity, invasion of privacy, prejudice) and those who frequently relied on cybervetting (i.e., necessity, validity, consistency checking) and illustrated perceived positive and negative online posts. In Study 2, we collected data from 316 employees in the same city to examine their perceptions of cybervetting and its relationship to organizational justice constructs. In addition to confirming international scales of cybervetting and organizational justice, we found that the face validity of cybervetting and organizational justice constructs were significantly correlated. While some differences were observed between employers and managers, no gender differences were found. The implications of both studies were presented in line with the available literature.

Perceived algorithmic fairness: An empirical study of transparency and anthropomorphism in algorithmic recruiting

AbstractDespite constant efforts of organisations to ensure a fair and transparent personnel selection process, hiring is still characterised by systematic inequality. The potential of algorithms to produce fair and objective decision outcomes has attracted the attention of academic scholars and practitioners as a conceivable alternative to human decision‐making. However, applicants do not necessarily consider an objective algorithm as fairer than a human decision maker. This study examines the conditions under which applicants perceive algorithms as fair and establishes a theoretical foundation of algorithmic fairness perceptions. We further propose and investigate transparency and anthropomorphism interventions as strategies to actively shape these fairness perceptions. In an online application scenario with eight experimental groups (N = 801), we analyse determinants for algorithmic fairness perceptions and the impact of the proposed interventions. Embedded in a stimulus‐organism‐response framework and drawing from organisational justice theory, our study reveals four justice dimensions (procedural, distributive, interpersonal, informational justice) that determine algorithmic fairness perceptions. The results further show that transparency and anthropomorphism interventions mainly affect dimensions of interpersonal and informational justice, highlighting the importance of algorithmic fairness perceptions as critical determinants for individual choices.

Separate ways of providing the forensic institution with qualified employees

The article deals with the topical issue of providing qualified employees to forensic expert institutions of Ukraine. It was determined that personnel policy is an integral component of the country’s economic system. According to the authors, modern approaches to the management of organizations require organizational changes in the priority areas of personnel development, including the processes of recruitment, selection and placement of personnel. It is noted that the selection and placement of employees in a forensic institution, being a direct expression of the division and cooperation of labor, is created by the institution’s team. The expediency of forming a collective has been proven, taking into account not only the professional, business and personal qualities of each of its members, but also the effect of their combination psychological compatibility, which helps employees to work quickly and successfully with each other. It is noted that the rational arrangement of personnel is the distribution of employees by positions, in which the discrepancy between a person’s personal qualities and the requirements for the work performed by him is minimal without excessive or insufficient workload. The purpose of the article is to highlight the ways of selection and placement of professional personnel as one of the directions of providing a forensic expert institution with qualified professional employees. To achieve the goal, general scientific methods of theoretical generalization, comparison, system analysis and formalization were used. The issue of effective provision of training by qualified personnel of forensic expert institutions of Ukraine was considered. The process of personnel selection, possible methods used for this process are considered in detail. The system of errors that are allowed in the personnel policy of forensic institutions and possible options for solving them are separately defined. Ways to overcome staffing errors that are more effective are proposed.