Kirk, Jaymon D.; Wee, Serena; Dunlop, Patrick D.; Holtrop, Djurre.

Evidence-based assessments (e.g., structured interviews and psychometric tests) are underused in personnel selection (e.g., Kirk et al., 2023a; Lievens & De Paepe, 2004; Risavy et al., 2019). Despite this, little research has investigated how recruiters choose assessments. However, it has been suggested that selection practitioners are more concerned with social factors (e.g., interpersonal connection) than with psychometric properties of assessments (Herriot, 1992). Indeed, a recent study found social closeness (i.e., the extent to which an assessment provides familiarity with applicants) was related to the likelihood of use of assessments, such that socially closer assessments were more likely to be used (Kirk et al., 2023b). Therefore, the current study explored whether perceived social closeness could be manipulated, to encourage the use of evidence-based assessments.

Drawing upon the marketing concept of personas (i.e., a personal profile of an example customer; Cooper, 2004), we developed an intervention to make assessments seem socially closer using a persona of an example applicant. Our personas contained an image and a written summary based on example numerical results (e.g., describing a person high on extraversion). The persona was intended to help participants concretely imagine how an assessment could provide familiarity with applicants. We hypothesized participants would perceive persona-linked assessments were socially closer (i.e., provided greater familiarity with applicants) and would more frequently use those assessments.

Participants (N = 273) with hiring experience were instructed they would be selecting a research assistant and that they could choose up to three of four assessments (i.e., structured interview, job simulation, personality inventory, and cognitive ability test) to evaluate applicants. We provided a description of each assessment and example numerical results (e.g., interview ratings or Sten scores). These results were randomly presented with or without a persona. After reading the descriptions and example results, participants chose which assessments they would use and rated the assessments on social distance.

Results indicated that, while personas were somewhat successful in eliciting concrete mental representations of example applicants, personas were not successful in increasing perceived social closeness or usage rates. However, the results provided further evidence for the link between social closeness and assessment use, with perceived social closeness predicting assessment usage rates. Therefore, while the intervention was unsuccessful in manipulating social closeness, the results provide further support that perceived social closeness is influential in shaping recruiter assessment choices. As such, future studies could continue exploring ways to manipulate the perceived social closeness of assessments.

At the conclusion of this event, attendees will be able to:
1) Understand the latest evidence regarding the research-practice gap in personnel selection. In addition to describing the current study, the presentation will summarise the latest literature.
2) Apply their gained knowledge of social closeness to propose innovative strategies for encouraging the use of evidence-based assessments. The presentation will conclude with a discussion of future avenues for encouraging the use of evidence-based assessments. Audience members will then have the opportunity to continue this discussion in question time.