Γνωστικές πλάνες και η επίδραση τους στις συνεντεύξεις πρόσληψης
Cognitive biases and their impact on recruitment interviews
View/
Keywords
Γνωστικές πλάνες ; Γνωσιακά λάθη ; Διοίκηση ανθρώπινου δυναμικού ; Πρόσληψη ; ΣυνεντεύξειςAbstract
Human Resources Management is a fundamental function for businesses and organisations. Although there is no agreement on what its exact definition is, there is no disagreement on what its core functions are. One of them is staffing, which deals with the attraction, evaluation and selection of employees and for which a plethora of assessment tools, methods and tests have been developed today. Nevertheless, the personnel selection process always includes a personal recruitment interview and, for this reason, these interviews are prone to interviewer errors, which are inherent in human action. In this thesis we examine the influence of cognitive biases in the recruitment process. We begin with a discussion of those - 40 in number - that we consider most important in the economic arena and then analyse three of them in more detail. Given that there has been no research on the economic impact that cognitive biases have on employee recruitment, our conclusions and recommendations are based on experience. It appears that at this stage the main defence against cognitive fallacies in the recruitment process is the experience of interviewers which unfortunately cannot be transferred to their colleagues. Our suggestion, is to inform and educate managers on the inherent flaws of human thinking which can contribute to prevent the influence of these on their judgment.
Postgraduate Studies Programme
Οικονομική της Εκπαίδευσης και Διαχείριση Εκπαιδευτικών ΜονάδωνDepartment
Σχολή Οικονομικών, Επιχειρηματικών και Διεθνών Σπουδών. Τμήμα Οικονομικής ΕπιστήμηςNumber of pages
60Language
GreekCollections
Except where otherwise noted, this item's license is described as
Αναφορά Δημιουργού-Μη Εμπορική Χρήση-Όχι Παράγωγα Έργα 3.0 Ελλάδα
Αναφορά Δημιουργού-Μη Εμπορική Χρήση-Όχι Παράγωγα Έργα 3.0 Ελλάδα