Hiring Women Leaders - Effective Evaluation in the Recruitment and Selection Process
(2015) MGTN59 20151Department of Business Administration
- Abstract
- The purpose of this paper is to explore how competency is evaluated in the process of recruiting and selecting corporate leaders and managers. Another perspective is to understand the role of diversity in the process and how it affects the outcomes of hiring decisions. Qualitative interviews were analyzed from a single case study of eight leaders from the manufacturing sector. Empirical data regarding the current approach of how competency is evaluated in the recruitment and selection process was later analyzed together with an extensive review of the literature. As a result, a theoretical model has been developed incorporated with the relevant findings on how to both recruit and select the most competent candidates, while increasing the... (More)
- The purpose of this paper is to explore how competency is evaluated in the process of recruiting and selecting corporate leaders and managers. Another perspective is to understand the role of diversity in the process and how it affects the outcomes of hiring decisions. Qualitative interviews were analyzed from a single case study of eight leaders from the manufacturing sector. Empirical data regarding the current approach of how competency is evaluated in the recruitment and selection process was later analyzed together with an extensive review of the literature. As a result, a theoretical model has been developed incorporated with the relevant findings on how to both recruit and select the most competent candidates, while increasing the chances of hiring more women leaders. The supportive findings related to having a standardized competency-based process, where objective measurements for evaluating competency aims to mitigate for decisions based on subjectivity and intuition. In addition, complementary support and recourses were found to mitigate the risks of making biased evaluations among decision-makers, such as having a gender balance among evaluators and relying on competency-based panel interviews rather than semi- structured single interviews. The practical implications of these findings will help organizations review and optimize their current recruitment and selections processes to make it effective for hiring diverse talent. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/7367113
- author
- Källman, Linus LU
- supervisor
-
- Merle Jacob LU
- organization
- course
- MGTN59 20151
- year
- 2015
- type
- H1 - Master's Degree (One Year)
- subject
- keywords
- Recruitment and selection, competency, competence-based recruitment, diversity, gender diversity, diversity management
- language
- English
- id
- 7367113
- date added to LUP
- 2015-07-02 11:58:39
- date last changed
- 2015-07-02 11:58:39
@misc{7367113,
abstract = {{The purpose of this paper is to explore how competency is evaluated in the process of recruiting and selecting corporate leaders and managers. Another perspective is to understand the role of diversity in the process and how it affects the outcomes of hiring decisions. Qualitative interviews were analyzed from a single case study of eight leaders from the manufacturing sector. Empirical data regarding the current approach of how competency is evaluated in the recruitment and selection process was later analyzed together with an extensive review of the literature. As a result, a theoretical model has been developed incorporated with the relevant findings on how to both recruit and select the most competent candidates, while increasing the chances of hiring more women leaders. The supportive findings related to having a standardized competency-based process, where objective measurements for evaluating competency aims to mitigate for decisions based on subjectivity and intuition. In addition, complementary support and recourses were found to mitigate the risks of making biased evaluations among decision-makers, such as having a gender balance among evaluators and relying on competency-based panel interviews rather than semi- structured single interviews. The practical implications of these findings will help organizations review and optimize their current recruitment and selections processes to make it effective for hiring diverse talent.}},
author = {{Källman, Linus}},
language = {{eng}},
note = {{Student Paper}},
title = {{Hiring Women Leaders - Effective Evaluation in the Recruitment and Selection Process}},
year = {{2015}},
}