Job Assessment Through Bioelectrical Measures: A Neuromanagement Perspective

Abstract

During recruitment, human resource departments face two challenges: finding the right people for the job and attracting talent. Therefore, the hiring process requires both the ability to communicate a good company brand image and to understand the characteristics and potential of candidates. In this study, we used a neuroscientific approach to measure the experience of candidates during a job interview. The experiment involved 30 participants that individually took part in a job interview lasting 40 min. During the experiment, their engagement and stress levels were measured in real-time with skin conductance and electroencephalographic (EEG) data. From the results, we identified both the most stressful phases (the second and the fourth parts, relating to the explanation of the job and remuneration) and the most engaging phases (the first and the third phases, relating to the presentation of the company and the explanation of the career process) of the interview, suggesting implications for the assessment process. This study is a contribution to the field of neuromanagement, as a neuroscientific approach was applied to management issues in light of work and organizational psychology.

The Role of the Emotional Sequence in the Communication of the Territorial Cheeses: A Neuromarketing Approach

“…Then, the signals were temporally averaged across each narrative sequence in order to obtain a condensed stimulus-related index [ 80 ]. For each Video × Theme combination, outliers were identified by means of the inter-quantile range (IQR) criterion as points outside the interval , where Q1 is the first quartile, Q3 is the third quartile and [ 81 ].…”

“We Will Let You Know”: An Assessment of Digital vs. Face-to-Face Job Interviews via EEG Connectivity Analysis

“…In an organization, the social dimension appears critical for value and innovation developments, and in this light, cognitive neuroscience elicits the comprehension of the workers' cognitive and affective systems. Ongoing neuroscientific research refers to leadership, motivation, job assessment, and interviewing [5,6]. Its framework is referred to as neuromanagement, defined as that interdisciplinary approach that explores internal mechanisms of management by applying knowledge derived from neuroscience and cognitive sciences [7].…”

“…In fact, they are mediated by the person's language, cognitive bias, and self-awareness. Social neuroscience's interest in the job interview appears evident as it represents a pivotal social moment, which can be easily stressful and demanding [5].…”

rcs.v28i.38151

“…La constante búsqueda de estrategias para mejorar la gestión de las organizaciones lleva a los líderes y directivos a utilizar herramientas asociadas al neuromanagement, que consiste en el estudio de las funciones cerebrales, mentales psicológicas y emocionales con la finalidad de mejorar el desempeño de la administración de los procesos clave de dichas organizaciones (Chávez, 2021;Zito et al, 2021).…”

“…Por otra parte, se tiene a la Responsabilidad Social Universitaria (RSU), la cual consiste en "una política educativa de conciencia de los impactos académicos de los universitarios en la sociedad" (Baeza y Parra-Acosta, 2021, p.553); se trata de inculcar el sentimiento altruista al futuro profesional por parte de los docentes, coordinadores y demás colaboradores, a través del voluntariado. Se ha asociado este comportamiento con áreas específicas del cerebro relacionadas al comportamiento social, así como emocional (Balconi y Fronda, 2020b;Zito et al, 2021).…”