Your intuition is not enough to make the right hiring decision!
Why Organizational Psychology is Key in Recruitment??
Fitting the right applicant with a job requirement is a challenging exercise for organizations. Despite some candidates pass whole the recruitment processes, still they might fail in meeting the future demand when the business evolve, for example they hired candidate was not tested or validated for their adaptability competency.
From an overview of multiple resources such as research papers, the wrong hiring can lead to drastic problems at work, such as not meeting strategic objectives and consequently inefficient budget expenditure for not meeting the objectives in the right way or not meeting them at all, plus for paying a wrong hire his/her wage, so it was a wrong investment in the wrong person. Thus, companies pay major attention toward an evidence-based selection process that can enable them to take the right decision and minimize the ratio of the gap between the actual applicant talent and what is expected.
In recruitment and depending on the situational features of the targeted job function, work psychologists diversify the use of multiple methods to inform their job analysis in order to design the suitable job description. The job description will include the expected tasks and required competencies in terms of the knowledge (technical functionality) and personal traits (behaviors and characteristics) that would enable the person to accomplish the job requirements.
As described in (Arnold et al, 2020), the methods, are: questionnaires/surveys, observation methods, interviews/ focus groups, task analysis, analysis of existing policy documentation, and work records.
So, no let me tell your intuition is not enough!
Note: I copied/pasted this from an assignment that I submitted to Essex University Course in Organizational Psychology