The Processes of Recruitment and Selection of Personnel: Between Objectivity and Subjectivity

Abstract

This study is the result of reflecting on the importance of the processes of attracting human talent in organizations, in order to consider the relevance of social representations in hiring decisions. The research is qualitative, descriptive and documentary; The method of hermeneutics is used, and as a technique the collection and analysis of written information. The various resources to support the choice of candidates for a position - widely known - are discussed since, even so, some companies lack personnel to fit the profile of the position; There may be nepotism in hiring, discrimination and even hidden policies that, rather than looking for the profile, are based on physical appearance, among other factors, in addition to the subjectivity attributable to the recruiter himself. It is essential to understand the needs of companies and workers, based on techniques that do not seek to objectively explain reality.

Fuzzification Technique for Candidate Rating and Selection

“…The new technique is a processing mechanism that is devoid of human interference and influence, hence the issue of subjectivity or emotional intervention in decision making is effectively eliminated. According to Portillo and Mancera-Valencia (2021), the negative impact of subjectivity of decisions on personnel recruitment include poor public image, lack of competence and poor productivity. As exhibited in the experimental study, the proposed model is scalable, adaptive and hence suitable for the inclusion of performance and skill related variables, thereby serving predictive and evaluation purposes.…”

Selection of Medical Teachers: An Initiative for Ensuring a Fair and Transparent Selection Process

“…The inclusion of objective criteria for selecting medical teachers will surely give an opportunity to create a profile with combinations of activities and accomplishments, including academic and administrative skills, etc. [8]. To further make it transparent, which can easily stand the test of the audit and similar purposes, documentation of the recruitment policy, the criteria utilized, weightage points, selection panel invited, procedures followed, etc.…”

Representaciones sociales de estudiantes de administración y profesionales de reclutamiento de Chihuahua

“…Los estudios universitarios suelen ser la última etapa que un estudiante afronta antes de integrarse al mercado laboral, si es que no lo ha hecho antes, pero, indistintamente del tiempo en que empieza a trabajar formalmente, es esa última etapa como estudiante de licenciatura el periodo propicio para gestar o confirmar ideas y asociaciones respecto al futuro laboral próximo. Esto repercute en los egresados puesto que, allende el perfil del candidato, algunos reclutadores suelen descansar parte de su decisión en la institución educativa de procedencia, lo que refiere la importancia de las representaciones sociales tanto de alumnos como de profesionistas (Escobedo y Mancera, 2021).…”