Abstract:

The goal of the study was to compare the fairness assessment levels for various traditional and ICT-based forms of personnel selection tools.  Basing on data from an e-questionnaire conducted on a sample of 405 employees in Poland, a comparison was made of 6 different forms of interviews (including long-distance), 4 forms of reference checking (including social and professional media screening), 4 active work-related methods (including playing computers games and internships), and 4 tests/questionnaires. Potential candidates were found to assess the various forms of selection conducted using tools from a given group in different ways. ICT-based selection tools are generally given lower assessments as compared with their traditional analogues, with the exception of screening of professional media. Respondents who have been previously evaluated by a given selection tool perceive process favorability of this tool higher than those who have no experience with this selection tool.