-  תקציר מפירסומי מרכז מחקר לשיווק ופרסום  -

 Disregarding Preliminary Information When Rating Job Applicance Performance: Mission Impossible

Firms allocate considerable resources to test job applicants’ skills and to ensure that
hiring decisions are nondiscriminatory. Interpreting selection output in light of
preliminary information may undermine the impartiality of personnel selection decisions.
In this study, human resource managers were presented preliminary information
about a candidate’s performance and asked to rate him according to a detailed
assessment-center report of his performance. We examined several interventions for
reducing reliance on preliminary information: retrieving assessment-center information,
generating a rating model, or both. Participants (N = 167) excluded preliminary
information from the interventions, but relied on it when rating the candidate. The
documented failure to control for the effects of preliminary information on subsequent
judgments can contribute to improved selection procedures