Date
5-20-2026
Department
Graduate School of Business
Degree
Doctor of Business Administration (DBA)
Chair
Alexander Averin
Keywords
Emotional intelligence, employee selection, hiring practices, human resource management, employee retention, organizational culture, qualitative case study
Disciplines
Business
Recommended Citation
Wiggins, Cayward L., "The Challenges of Employee Selection" (2026). Doctoral Dissertations and Projects. 8392.
https://digitalcommons.liberty.edu/doctoral/8392
Abstract
This qualitative single case study examined the challenges associated with employee selection and the role of emotional intelligence (EI) in improving hiring practices within public sector organizations. The general problem addressed was the failure to consistently utilize EI testing resources, which may result in the selection of less qualified employees. The specific problem focused on the inconsistent integration of EI tools during recruitment and interview processes. Guided by a post-positivism paradigm, the study explored how human resource (HR) managers and personnel understood and applied EI in candidate evaluation. Data was collected from 30 HR professionals using interviews and surveys to ensure triangulation and enhance validity. The findings revealed that while organizations recognized the importance of EI, its application in hiring practices remained inconsistent and often informal. Key themes included variability in interview structures, limited use of standardized EI assessments, the influence of leadership and organizational culture on hiring outcomes, and the connection between EI and employee retention. The study also highlighted that supportive leadership, workplace culture, and professional development opportunities played a significant role in long-term employee success. The results suggested that integrating EI assessments into structured hiring processes could improve decision-making and workforce effectiveness. Implications for professional practice include the need for standardized hiring procedures, enhanced leadership training, and intentional incorporation of EI in recruitment strategies to improve organizational outcomes.
