Final answer:
Selection criteria for self-selection in job applications entail the requirements of the position and KSAs, with employers using educational qualifications and awards as proxies for desirable attributes. Selection processes can be influenced by biases, and employers should be mindful of selection and response biases.
Step-by-step explanation:
Selection criteria for self-selection in a job application process typically involve the requirements of the position, which are designed to assess candidates' knowledge, skills, and abilities (KSAs) to determine the best fit for the job. However, research shows that hiring decisions may be influenced by various biases such as the similarity to the interviewer, regional accents, physical attractiveness, and even subconscious associations with certain attributes. For example, a study revealed that hiring managers with negative associations toward overweight individuals were less likely to invite obese applicants for interviews, despite equal qualifications. Similarly, physical attractiveness has been shown to affect job-related outcomes like hiring and promotion.
Employers often use educational qualifications, such as degrees from reputable schools, trade schools, GPAs, awards, and references as proxies to screen for attributes like motivation, timeliness, and the ability to get along with others. These are seen as signals of hard work, perseverance, and ability since it is challenging to directly assess a candidate's on-the-job performance during the hiring process. Thus, while formal qualifications and awards can be part of self-selection criteria, employers are also wary of the potential for selection bias, response bias, and social desirability bias that can impact the reliability of the selection process.