sis 21(33): e6

Research Article

Progress in the use of tools for the selection of employees at the time of digitizing

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  • @ARTICLE{10.4108/eai.25-8-2021.170757,
        author={Katar\^{\i}na Stachov\^{a} and Zdenko Stacho and Dagmar Cag\^{a}ňov\^{a} and Alexandra Barokov\^{a}},
        title={Progress in the use of tools for the selection of employees  at the time of digitizing},
        journal={EAI Endorsed Transactions on Scalable Information Systems},
        keywords={employee selection, staff selection tools, fourth industrial revolution},
  • Katarína Stachová
    Zdenko Stacho
    Dagmar Cagáňová
    Alexandra Baroková
    Year: 2021
    Progress in the use of tools for the selection of employees at the time of digitizing
    DOI: 10.4108/eai.25-8-2021.170757
Katarína Stachová1,*, Zdenko Stacho1, Dagmar Cagáňová2, Alexandra Baroková3
  • 1: Institut of management, University of Ss. Cyril and Methodius in Trnava, 917 01 Trnava, Slovakia
  • 2: Institute of Industrial Engineering and Management, Faculty of Materials Science and Technology in Trnava, Slovak University of Technology in Bratislava, J. Bottu 25, 917 01 Trnava, Slovakia
  • 3: Faculty of Management, Comenius University, Odbojárov 10, 820 05 Bratislava, Slovakia
*Contact email:


INTRODUCTION: Employee selection is a process in which qualified employees of the organization, most often HR employees, should identify the most suitable candidates based on predetermined soft and hard criteria and then in cooperation with future direct superior or future colleagues, select the most suitable candidate in the context of both qualification and cultural and relational aspects. The employee selection tools used by the organization with the upcoming the fourth industrial revolution provide HR staff, but also candidates, with more comprehensive and in-depth information about the candidate's personality and the characteristics and life of the organization.

OBJECTIVES: In our paper, we will focus on finding out which selection tools organizations use in practice, which selection tools they experience from the past and what new tools are being promoted. We will also focus on how the choice of tools is influenced by the size and location of the organization and whether organizations focus on revising and changing them.

METHODS: We surveyed a relevant sample of Slovak organizations in the period 2014-2018. Based on the results of the questionnaire survey, the authors carried out several partial activities such as evaluation of the current state by descriptive statistics, statistical evaluation of formulated hypotheses and evaluation of the overall change of analyzed attributes in the observed period using the basic index of change.

RESULTS: The part of the survey focused on the selection of employees showed that the most important methods in the selection of employees are long-term one-to-one interviews and references. Although organizations are still expanding their portfolio of employee selection tools, the two tools are the most widely used. So far, organizations are hesitant to use the tools coming with the Fourth Industrial Revolution. And they use them on a much smaller scale than traditional selection tools.

CONCLUSION: Organizations in the selection process innovate only to a small extent the used tools of employee selection. Which can be described as a significant competitive disadvantage, as modern technologies not only speed up and improve their work, but also increase the attractiveness of the organization and the validity of the outputs.