The application of the gravity model in floating selection is the cornerstone of selection in many industrial contexts and contributes to significantly improved results in terms of selection accuracy over existing methods. The gravity model allows for a continual adjustment of selection criteria and allows for a more tailored approach to the selection process, permitting selections that are more closely aligned with the specific business context, objectives and corporate culture.
The gravity model incorporates two primary components. First is the concept of “weight” and second is the concept of “distance.” Weight refers to the relative importance of the selection criteria in terms of the desired outcome. The weight is determined either based on subjective judgments of the hiring manager or based on objective data such as subject-specific qualification, prior performance records and other related metrics. The distance refers to the degree of similarity between the candidate and desired characteristics of the selection criteria. The utilization of the gravity model allows each of these components to be calibrated and adjusted according to the specific needs of the selection process.
The gravity model also incorporates the notion of “constraints.” Constraints represent the boundaries of what is deemed to be “good enough” in terms of selection accuracy, while also taking into account extenuating circumstances such as budget and timeline constraints. The gravity model provides a more detailed way to adjust these constraints, estimates of seasonal selection performance and the consideration of the weights of individual selections. All of these elements are evaluated, considered and gradually refined with additional use and testing of the model.
The gravity model is used in many different selection contexts, from the selection of product-testing teams to the selection of pre-qualified consulting contacts. The ability to tune the weight and distance components of the model to adjust for subjective factors such as corporate culture, industry objectives and other key indicators make the gravity model especially attractive to hiring managers.
The utilization of the gravity model helps to ensure improved accuracy in the selection process and ensures that the right individuals are chosen for the right job. The continual calibration and manipulation of the model helps to ensure that the selection criteria continues to meet recruitment needs, while eliminating small mistakes which can have major impacts on the success of the recruitment process. The gravity model helps to ensure that the selection process is not overly reliant on qualification and experience, while also providing a more thorough and consistent evaluation of the selection criteria.
Overall, the use of the gravity model in the floating selection process has been immensely helpful in improving the effectiveness and accuracy of selection criteria evaluation. The continual adjustment of the model helps to ensure that the selection process remains dynamic and tailored to the changing environment and changing recruitment objectives. The use of the gravity model removes inefficiencies from the selection process and can result in more successful recruitment outcomes.
