A THE AWARENESS OF UNCONSCIOUS BIAS
Changes in selection processes for young professionals and soft skills as a prominent element
DOI:
https://doi.org/10.47682/2675-6552.a2024v1n1p21-43Palavras-chave:
soft skills, recrutamento e seleção, viés inconsciente, diversidadeResumo
This article aims to investigate the tools used to eliminate partiality and bias in selection processes for young professionals in organizations, with an emphasis on the assessment of soft skills. The research has a qualitative character, with the technique of in-depth interviews. The authors interviewed five Human Resources professionals who participate in recruitment and selection processes, with a broad view of selection processes in different companies and segments. The results confirm that the selection processes are being adapted to increase the focus on the assessment of soft skills and the quest for increasing diversity within organizations.
Referências
REFERÊNCIAS
AGUIAR, F. F.; RAUPP, D. S.; MACEDO, M. A transformação digital no setor de recursos humanos: um estudo de caso sobre o uso da tecnologia no processo de recrutamento e seleção. In: Anais do Congresso Internacional de Conhecimento e Inovação–ciki. 2019.
ANDERSON, N.; LIEVENS, F.; VAN DAM, K.; RYAN, A. M. Future perspectives on em-ployee selection: key directions for future research and practice. Applied Psychology, v. 53, n. 4, p. 487-501, 2004.
BAGUES, M.; PEREZ-VILLADONIGA, M. J. Do recruiters prefer applicants with similar skills? Evidence from a randomized natural experiment. Journal of Economic Behavior & Organization, v. 82, n. 1, p. 12-20, 2012.
BENDICK JR, M.; NUNES, A. P. Developing the research basis for controlling bias in hiring. Journal of Social Issues, v. 68, n. 2, p. 238-262, 2012.
BERRYMAN-FINK, C.; BERRYMAN-FINK, C. The manager's desk reference. New York: Public Affairs, 1996.
BLACK, B.; CONNOR, E. The what, why and how of addressing workplace implicit bias. The Indiana Lawyer. March 18, 2020. Disponível em: https://www.theindianalawyer.com/articles/connor-and-black-the-what-why-and-how-of-addressing-workplace-implicit-bias. Acesso em: 11 abr. 2020.
BRAVO, G., WON, D., SHONK, D. Entry-level employment in intercollegiate athletic de-partments: non-readily observables and readily attributes of job candidates. Journal of Sport Administration and Supervision, v. 4, n. 1, p. 63-78, 2012.
BRAVO, G.; LEE, C.; WON, D. Careers in collegiate athletic administration: hiring criteria and skills needed for success. Managing Leisure, v. 18, n. 1, p. 71-91, 2013.
COLE, M. S. et al. Recruiters’ perceptions and use of applicant résumé information: screening the recent graduate. Applied Psychology, v. 56, n. 2, p. 319-343, 2007.
DELONG, D.; ELBECK, M. An exploratory study of the influence of soft and hard skills on entry level marketing position interviews. Marketing Education Review, v. 28, n. 3, p. 159-169, 2018.
DIPBOYE, R. L. Structured and unstructured selection interviews: beyond the job-fit model. Research in Personnel and Human Resources Management, v. 12, p. 79-123, 1994.
FERREIRA, J. B. et al. Diversidade e gênero no contexto organizacional: um estudo biblio-métrico. Revista Pensamento Contemporâneo em Administração, v. 9, n. 3, p. 45-66, 2015.
GOLBECK, A. L. et al. A conversation about implicit bias. Statistical Journal of the IAOS, v. 32, n. 4, p. 739-755, 2016.
HAIR, J. F. et al. Fundamentos de pesquisa de marketing. Porto Alegre: AMGH Editora, 2014.
HAWKES, C. L. Competency-based versus task-based job descriptions: effects on appli-cant attraction. 2013. Thesis (Master’s of Psychology) - Institute of Behavioral and Applied Management, University of Tennessee, Chattanooga, Tennessee, 2013.
HECKMAN, J. J.; KAUTZ, T. Hard evidence on soft skills. Labour Economics, v. 19, n. 4, p. 451-464, 2012.
HUNT et al. Diversity wins: how inclusion matters. 2020. Disponível em:
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters. Acesso em: 28 nov. 2021.
IAT. Teste de associação implícita. 1998. Disponível em: https://implicit.harvard.edu/implicit/brazil/takeatest.html. Acesso em: 24 dez. 2021.
JONES, M. et al. The hard truth about soft skills: what recruiters look for in business gradu-ates. College Student Journal, v. 50, n. 3, p. 422-428, 2017.
MACK, N. et al. Qualitative research methods: a data collector’s field guide. Durham: Family Health International, 2005.
MARSDEN, P. V. The hiring process: recruitment methods. American Behavioral Scientist, v. 37, n. 7, p. 979-991, 1994.
MERCER, M. W. Hire the best - and avoid the rest. New York: Amacom, 1993.
MILES M. B.; HUBERMAN, A. M.; SALDAÑA, J. Qualitative data analysis: a methods sourcebook. Thousand Oaks, CA: Sage, 2014.
NEWPORT, F. The new era of communication among Americans. 2014. Disponível em: https://news.gallup.com/poll/179288/new-era-communication-americans.aspx. Acesso em: 30 mai. 2020.
PATI, C. O processo seletivo mais inovador de vagas na Ambev não pede currículo. 2020. Disponível em: https://vocesa.abril.com.br/mercado-vagas/processo-seletivo-vagas-ambev-nao-pede-curriculo/. Acesso em: 26 fev. 2020.
PATI, C. Às cegas, Votorantim Cimentos busca trainees e vai pagar R$ 6,3 mil. 2019a. Disponível em: https://exame.com/carreira/as-cegas-votorantim-cimentos-busca-trainees-e-vai-pagar-r-63-mil/. Acesso em: 28 mar. 2020.
PATI, C. Facebook vai recrutar estudantes de qualquer curso em seleção com novidade. 2019b. Disponível em: https://exame.com/carreira/facebook-vai-recrutar-estudantes-de-qualquer-curso-em-selecao-com-novidade/. Acesso em: 28 mar. 2020.
PATI, C. Movile, dona do IFood, recruta mais de 100 estudantes e recém-formados. 2019c. Disponível em: https://exame.com/carreira/movile-dona-do-ifood-recruta-mais-de-100-estudantes-e-recem-formados/. Acesso em: 28 mar. 2020.
RIVERS, A. M. et al. Implicit bias reflects the personal and the social. Psychological In-quiry, v. 28, n. 4, p. 301-305, 2017.
RYNES, S. et al. Behavioral coursework in business education: growing evidence of a legiti-macy crisis. Academy of Management Learning & Education, v. 2, n. 3, p. 269-283, 2003.
ROBLES, M. M. Executive perceptions of the top 10 soft skills needed in today’s workplace. Business Communication Quarterly, v. 75, n. 4, p. 453-465, 2012.
SANTOS, S. S.; DE LIMA, T. B. A relação da tecnologia com o processo de recrutamento e seleção de pessoal a partir da visão de gestores de três hotéis de João Pessoa, Paraíba/PB, Bra-sil. Turismo e Sociedade, v. 11, n. 2, 2018.
SCHNEIDER, B. The people make the place. Personnel Psychology, v. 40, n. 3, p. 437-453, 1987.
SEGAL, J. A. The risks of bias testing. SHRM HR News. August 25, 2017. Disponível em: https://www.shrm.org/hr-today/news/hr-magazine/0917/pages/the-risks-of-bias-testing.aspx. Acesso em: 29 mai. 2020.
SINDIK, J. Two aspects of bias in multivariate studies: mixing specific with general concepts and “comparing apples and oranges”. Montenegrin Journal of Sports Science and Medi-cine, v. 3, n. 1, p. 23-29, 2014.
STAKE, R. E. The art of case study research. Thousand Oaks: Sage, 1995.
SUCCI, C.; WIEANDT, M. Walk the talk: soft skills’ assessment of graduates. European Journal of Management and Business Economics, v. 28, n. 2, p. 114-125, 2019.
VAN DAM, K. Trait perception in the employment interview: a five-factor model perspective. International Journal of Selection and Assessment, v. 11, n. 1, p. 43-55, 2003.
VELASCO, M. S. More than just good grades: candidates’ perceptions about the skills and attributes employers seek in new graduates. Journal of Business Economics and Manage-ment, v. 13, n. 3, p. 499-517, 2012.
WEBER, M. R. et al. An exploratory study identifying soft skill competencies in entry-level managers. Tourism and Hospitality Research, v. 9, n. 4, p. 353-361, 2009.
YIN, R. K. Pesquisa qualitativa do início ao fim. Porto Alegre: Penso, 2016.
Downloads
Publicado
Como Citar
Edição
Seção
Licença
Copyright (c) 2024 RINTERPAP - Revista Interdisciplinar de Pesquisas Aplicadas
Este trabalho está licenciado sob uma licença Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
A Revista Interdisciplinar de Pesquisas Aplicadas (RINTERPAP) obedece aos termos da licença Creative Commons 4.0 (http://creativecommons.org/licenses/by-nc-nd/4.0/br/deed.pt), atribuição não comercial e sem derivações, em consonância com a legislação autoral brasileira, Lei 9.610/98.
