Browsing by Author "Bärlund, André"

Aim. Employee selection is an activity that strongly affects the competitiveness of organizations and their opportunity for success. Decision making in employee selection is often believed to be rational and objective, but research has shown that rationality is not the only factor in recruiters decision making (Goings et al., 2021). It has been shown that intuition is part of human decision making and that intuition is present during employee selection regardless of the recruiters will (Miles & Sadler-Smith, 2014). Research has highlighted intuition as a cognition that through domain specific experience can develop into a form of expertise. This expertise is called expert intuition and can be used as support for decision making (Salas et al., 2010). The aim of this study is to explore recruiters use of intuition with focus on work experience and how it affects recruiters use of intuition in decision making. Methods. The study was conducted as a qualitative study with semi-structured interviews as method for data collection. The participants consisted of eight recruiters whose work experience varied between 3 and 20 years. The collected data was analyzed through qualitative content analysis. Results and conclusions. The results showed that the recruiters used intuition in their decision making and the majority of them felt that intuition plays an important part in employee selection. The recruiters used their intuition mostly during the job interview and at the end of the recruitment process. Intuition was also seen as useful while reviewing CVs, LinkedIn profiles and in situations where time is limited. The recruiters felt that their work experience had led to development of their intuition and to an increased thrust in their intuition. The majority of the recruiters felt that their work experience had neither led to an increased or decreased use of intuition in their decision making.