Influence of congruence of candidate’s and company values on interview results in recruitment process

<p>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)&nbsp; impact on the recruiter`s decision.&nbsp; Congruence of candidate&rsquo;s and company values is the key factor of the research. The research was conducted in big international company.</p><p>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&rsquo;s and company values and recruiter`s decision.</p><p>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.</p><p>Methodical task is development of research tools.</p><p>Analytical task is verification of hypothesis:&nbsp; decision-making is affected by &quot;congruence of values&quot; stronger than other factors.</p><p>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&rsquo;s positions. Analysis employed the correlation and discriminant statistic</p><p>From 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&nbsp; 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&#39;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.</p><p>The future research could be the analysis of interrelation between the studied factors and performance of the selected candidates in the company.</p>