Research On Recruitment Decision-making Behavior Based On Context Effect

Recruitment is one of the means to supplement the human resources of an organization.It is a process in which a company selects according to the attributes of a candidate.Therefore,it is essentially a decision-making process.Because people need to rely on self-awareness to make judgments in the decision-making process,recruiters cannot be completely rational in the recruitment process,and multiple factors may affect the final recruitment decision.In recent years,more and more violations of standardized decision theory and preference axioms have occurred,which has led to the rapid development of behavioral decision-making theories.Among them,the situational effects in the decision-making process have received widespread attention.Therefore,considering the complexity and subjectivity of the hiring decision-making process,it is of theoretical and practical significance to consider the impact of scenario effects and its mechanism in hiring decisions.This study focuses on foreground theory,focusing on the attraction effect,eclectic effect,and phantom effect in contextual effects.From the perspective of decision-making behaviors,behavioral experiments are designed to study recruiter's recruitment decision-making behavior and contextual effects on the decision-making of recruitment decision makers.Whether preferences,attribute perceptions will have an impact.At the same time,the decision confidence analysis and attribute evaluation change analysis were introduced to explore the influence mechanism of recruitment decision-makers on the recruitment decision in different situational effects.This paper chooses two attributes of interview and written test in recruitment decision to design the experiment,collects relevant data through laboratory behavioral experiment method,uses hypothesis testing method to verify the existence of context effect,and combines context effect intensity measurement method to analyze the effect strength of context.Then,based on analysis of decision-making confidence and attribute evaluation experimental data,the mechanism of the generation of situational effects was explored.Based on the analysis of context effect strengths,the effects of the three context effects of attraction,compromise,and phantom in recruitingdecisions are statistically significant.They can significantly change the decision-making preferences of recruiting decision makers and affect the results of recruitment.Based on the analysis of the change data of attribute evaluation,it is found that the generation of situation effects is based on the perception bias of the candidate's attributes by the recruiting decision makers,and the addition of the induced term causes significant changes in the target candidate attribute evaluation value,which increases the target candidate's Attractive.Moreover,the attraction effect,the compromise effect,and the phantom effect will significantly improve decision-making confidence of decision makers.Based on the above research findings,suggestions were made to improve recruitment decision-making from the aspects of group decision-making,improvement of recruitment decision makers' professional capabilities,avoidance of decision-making based on attribute evaluation,and improvement of recruitment processes.