The Influence of Intuition on Human Resource Officers’ Perspectives on Hiring Teachers of Color

Abstract

There has been growing scholarly discourse on the topic of diversifying the teacher workforce. However, the perspectives of human resource officers (HROs), who are often involved in the hiring of teachers, are excluded. As a result, this qualitative study explores 12 school district HROs’ perspectives on diversifying the teacher workforce and how intuition specifically influences their hiring decisions of teachers of color. Findings suggest HROs use intuition in determining a candidate’s fit for the organization, but they have conflicting perspectives on whether intuition should be used in hiring decisions. The participants admit teacher diversity is not always their primary goal in hiring decisions while also acknowledging the importance of a diversified teacher workforce. These findings first point to the importance of including HROs in the scholarly discourse on diversifying the teaching profession as in many ways they operate as gatekeepers for teacher candidates. Moreover, given that participants earned their advanced degrees in educational leadership, findings from this study signal the importance of educational leadership programs being intentional in providing coursework on equitable hiring practices, so hiring decisions are not based only on intuitive hunches, but rather on data.

Identifying the linguistic markers of intuition in human resource (HR) practice

“…The literature on implicit attitudes and unconscious biases suggests that intuition, especially in areas such as employee selection, is a potential source of bias, prejudice and discrimination (Buchtel & Norenzayan, 2008; Goings et al., 2021; Kausel et al., 2016; Reynolds et al., 2020). The fact that intuition is a potential source of unconscious biases, for example, relating to gender, creates problems for organisations because it may pass unnoticed in seemingly gender‐neutral practices (see Ugarte & Rubery, 2021).…”

“…Intuitions are involuntary 'affectively charged judgements that arise through rapid, non-conscious and holistic associations' (Dane & Pratt, 2007, p. 40). Intuition is important in management in general and in human resource management in particular and has risen to prominence recently in both research and practice (Erez & Grant, 2014;Goings et al, 2021;Highhouse, 2008;Hodgkinson & Sadler-Smith, 2018;Hodgkinson et al, 2009;Kim et al, 2021;Lodato et al, 2011;Miles & Sadler-Smith, 2014;Sadler-Smith & Burke-Smalley, 2015;Sadler-Smith & Sparrow, 2008;Sinclair, 2011Sinclair, , 2014Vincent et al, 2019). Despite its many advantages, there are challenges associated with the use of intuition in human resource (HR) decision-making.…”

The effects of intersectionality on adolescent Black males accessing educational opportunities

“…Stakeholders of color are influential in many aspects of adolescent meaningmaking. The positive effect of teachers of color teaching students of color is consistently supported throughout research (Goings et al, 2021). Despite the support of research, the representation of teachers of color continues to lag behind the growing number of students of color in public education (Goings et al, 2021).…”

“…The positive effect of teachers of color teaching students of color is consistently supported throughout research (Goings et al, 2021). Despite the support of research, the representation of teachers of color continues to lag behind the growing number of students of color in public education (Goings et al, 2021). Administrative leadership must critically examine this area with empirically supported interventions and innovation.…”

“…One perspective to remedy concerns of representation considers the psychological experience of intuition. Intuition is a subconscious psychological experience based on familiarity from past experiences that influences hiring decision-making (Goings et al, 2021).…”