Personnel Selection Fuzzy Model

Abstract

The paper presents a two‐level personnel selection fuzzy model: short list and hiring decision. The model is an attempt to minimize subjective judgment in the process of distinguishing between an appropriate employee and an inappropriate employee for a job vacancy. The model comprises an analytic hierarchy process of three levels. The lowest level relates to the preliminary selection or shortlist procedure. Modifying multi‐objective models of decision‐making, the main decision elements are assumed as linguistic fuzzy variables. The problem is considered broad, since the worth values of the variables are calculated as expected values of the fuzzy variables. The second level relates to the hiring decision or selection of a final candidate for an employment opportunity. The selector assesses his/her own expectations of the short‐listed job applicants. The expectations are treated by a probabilistic–possibilistic approach. The top level is the expected utility of hiring the successful candidate. Compared to the traditional way of selecting an appropriate short‐listed job applicant this model minimizes individual judgment at both short‐listed and hiring decision levels. The model is illustrated by a case study.

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