Exploration On The Psychological Model Of Resume Screening

The process of resume screening belongs to the problem solving, which is the sub-field of human being's thinking. The result of screening is very meaningful which affects the quality of recruitment directly. This research combined psychological theory and practicality, using thinking-aloud method to explore the cognitive process of resume screening. By comparing the difference with expert in recruitment field and novice between resume screening process and consequence of decision-making, it will help to provide suggestion for the training material design, which is helpful to novice enhancing the effectiveness in recruitment. This research had concurrence with today's popular psychological application that is called cognitive task analysis.The experiment simulated the job naturally. The twenty-one subjects were divided into expert group and novice group based on the degree of expertise. The entire subjects finished same tests by unlimited time; meanwhile they should think aloud when screening the resumes. The results showed that:i. In the consequence of the screening, which was limited in resumes, there was no distinct difference between the result of expert and novice. Experience of recruitment didn't affect the result of resume screening, either. Recruitment of disparate position also didn't affect expert and novice.ii. According to the thinking aloud method, the cognitive process of recruitment expert's resume screening divided into five phases: excepting mission, setting up the recruited position's schema, matching resume, evaluating aptness of position, decision-making. Except the first phase, the rest four phases were combined with sub processes. Every phase has affiliation with each other, combined with organic integer. iii. The novice in the recruitment, cognitive process of resume screening also divided into the same five phases, but there was a difference between emphasis with expert in the sub process of every phase:a. The second phase of cognitive process in resume screening------setting up recruited position's schema, great difference showed that expert paid more attention on researching and representation of background than novice did. Since setting up the position schema, expert fellow their experience and according to order integrate information automatically, but novice emphasized the sort of information obviously.b. The third phase of cognitive process in resume screening-------screening resume information, though obvious difference showed in this phase, no significant difference between expert and novice in two sub process: picking up and representation of resume information, and matching schema.c. The fourth phase of cognitive process in resume screening......The extremely distinctness between expert and novice, was toevaluate the candidates' suitability. During the sub-progress at this stage, both of expert and novice considered the availability of candidates' markets. Additionally, expert also did calculate the degree of matching of resume and position chart, and evaluate candidate's position compatibility but the novice did not. d. The last phase of cognitive process in resume screening — extreme distinction showed, experts always use direct decision-making when novices use indirect decision-making.By combing the results from researches in the resume screening between expert and novice, six conclusions had been drawn:i. Resume screening expertise distinguished through its embodiment on thecognitive process rather than expert's recruitment experience for a specificposition. ii. Cognitive process of resume screening for expert and novice could bedivided into five phases: excepting mission, setting up the recruitedposition's schema, matching resume, evaluating aptness of position,decision-making. iii. With extremely distinct dissimilarity on cognitive process of resumescreening between expert and novice, setting up recruitment positionschema, expert paid more attention on researching and representation ofbackground than novice did. iv. Setting up recruited position's schema was the pivo...