by Andre published 8 months ago
Analyzing application documents and conducting interviews are the most frequently used tools by companies in their recruitment processes. The responsibility is great, as personnel decisions have a significant impact on the productivity and success of a company. But how do managers make these decisions? Do those responsible believe their personal opinion when making a decision or do they rely on sound facts?
Opinion vs. facts: What's the difference?
Opinions are subjective beliefs based on personal experiences and values. They are often influenced by emotions and can vary from person to person. Facts, on the other hand, are objective information that can be proven. They are independent of personal opinions.
The role of opinion in personnel selection
The opinions of managers play an essential role in various phases of the recruitment process: from the evaluation of CVs and applications, interviews, references and recommendations to the assessment of suitability, team fit and fit with the corporate culture.
The importance of facts in personnel selection
Subjective assessments can help to paint a more comprehensive picture of an applicant. However, they should not be the main basis for personnel decisions in the various phases of the recruitment process. Instead, facts and objective criteria should play the main role. Companies minimize prejudice and discrimination, help to ensure diversity and make personnel decisions on a broader and fairer basis.
Critical attitude towards one's own opinion
In personnel selection, it is important to critically question one's own opinion so as not to override the objective facts. Personal opinions about a person's suitability tend to lead to prejudices and stereotypes. A critical attitude towards one's own opinion helps those responsible to make more objective decisions and thus increase the quality of decisions. Questioning one's own opinion can also be a sign of professionalism and ethical behavior.