Question: You are an HR practitioner trying to improve selection procedures in your organization. Under the current system, application forms are screened by relevant department managers

You are an HR practitioner trying to improve selection procedures in your organization. Under the current system, application forms are screened by relevant department managers to determine who should be interviewed. References are also collected. The managers do their own interviewing using individual, unstructured interviews and base their selection decisions almost exclusively on these interviews. They tend to have a lot a confidence in their in their gut feelings about candidates and believe they have been doing a pretty good job of selecting the right applicants.

How would you go about trying to convince them they should adopt a more structured, objective (i.e, statistical) decision-making system?
What objectives to your suggestion do you anticipate would be raised by the managers?
How would you address these objections?

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