Selection and Fit

Master Course | Episode 12

Professor Armin Trost, PhD | Furtwangen University, Germany

Let’s start with a question

When selecting candidates,

what is of high priority?
 Alpha error, beta error and the meaning of validity

Beta error. Dismiss the

suitable candidates
above beta
expectation error Alpha error. Hiring
candidates that are not
Actual
suitable
performance
Validity relates to the
below alpha extend to which right
expectation error
candidates are hired and
unsuitable candidates
below above
are dismissed
expectation expectation
Predicted performance
Specificity of requirements
Specific and job-related
We fill vacancies. The starting
point for this is always the
most detailed possible
description of job-specific
requirements. Finding requires
knowing what you are looking
for
Careers and companies
We enable careers the
developments of which are
always uncertain. Therefore,
our requirement profiles are
always as generic as possible.
Above all, candidates must fit
the company.
 Potential versus competence

Level of Level of
competence competence

B
A

B
A

time time
Requirements to be met by the candidate

Current competencies Future potential

We hire employees so that Potential is more important in

they can perform their
assigned tasks well in their
respective positions within the
shortest possible time.
Anything else would be a
waste of resources.
personnel selection than
current competence. This
enlarges the relevant target
group and is more promising
in the long term.
Who primarily benefits from the selection procedure?

Department Candidates

Managers and their teams are We treat applicants as

the customers of personnel
selection. We make every
effort to ensure that they are
satisfied with the process,
methods and decisions as a
whole.
customers and do everything
in our power to be faster, more
transparent and more
appreciative than our
competitors in the selection
process.
 Positive candidate experience

Speed Transparency Appreciation

The company‘s reaction The candidate is always The candidate is treated

on incoming applications clear about current with full respect. The
and all steps throughout status. He/she company consequently
the entire recruiting understands why certain demonstrates its interest
process are faster than selection instruments are in those candidates it
those of the competitors used and gets (potentially) wants to
appropriate feedback hire.
Candidate experience – best practices
Speed
It will take no longer than ten
minutes to submit an
application.
An interview appointment
within a few days after the
application. Corresponding
time slots are provided at an
early stage.
A personal appointment (with
the applicant) is arranged for
the signing of the employment
contract.
Transparency
Before applying, the applicant
will be taught how the
selection process works in
concrete terms.
Participants after an
assessment centre receive
personal feedback and a
written report.
Via an app, applicants are
informed about the status of
their application on a real-time
basis.
Appreciation
Introduction of all interview
participants being
communicated along with the
invitation to the interview
appointment.
The applicant will be greeted
by the receptionist with his
name and accompanied (with
a golf cart) to the interview
location.
A personal contact during the
entire process.
Using artificial intelligence when selecting candidates

Past experience
Algorithm

Human
Applicants decision
making Future prediction

Machine
Performance Performance
Employees Applicants based
evaluation evaluation
selection
Use of artificial intelligence
Maximum usage
We strive to make personnel
selection decisions based as
far as possible on artificial
intelligence, appropriate
algorithms and big data. This
enables us to achieve greater
efficiency and objectivity.
People over Systems
Decisions about people and
their future are always made
by people. Such decisions
require the assumption of
personal, interpersonal
responsibility.