Year of Graduation
Influence of congruence of candidate’s and company values on interview results in recruitment process
Faculty of Management
This research investigates recruitment process of specialists, namely process of recruiter`s decision-making as a result of interview. The interrelation of various factors (experience, competences, congruence of values, education, appearance, knowledge, abilities, skills, existence of recommendations, a sex, age, motivation for the company) impact on the recruiter`s decision. Congruence of candidate’s and company values is the key factor of the research. The research was conducted in big international company.Main objective of work is studying of interrelation between number of the factors and decision-making of the recruiter. In particular, interrelation between congruence of candidate’s and company values and recruiter`s decision.There are a few aspects of paper: theoretical, methodical and analytical. Theoretical problems of research are consideration and the analysis theories about factors which influence on decision-making of the recruiter, the analysis of a role of values in recruitment and description of theoretical interrelation between values and competences.Methodical task is development of research tools.Analytical task is verification of hypothesis: decision-making is affected by "congruence of values" stronger than other factors.The main instrument of research was competency based interview. In the interview a number of factors were checked. Factors were found from theoretical overview and from opinion of HR experts from the company. We based our analysis on a random sample of 127 candidates. Experts conducted 127 interviews with candidates for specialist’s positions. Analysis employed the correlation and discriminant statisticFrom the scientific point of view work allowed to describe the model of factors which gives opportunity to make a decision about passing the interview and to determine the power of influence. The model is: Decision = 0,6*Congruence of values + 0,4*Education + 0,5*Appearance + 0,4*Work experience. The main hypothesis of the research was proved: candidates with the values corresponding to company values are more successful in passing interview, than candidates which values don't correspond to company values. This research will allow not only to develop training program for new recruiters and line managers, but also to improve process of recruitment in the company.The future research could be the analysis of interrelation between the studied factors and performance of the selected candidates in the company.