Application of Signal Detection Theory (SDT) in Recruitment Decision-Making: From Intuition to Evidence-Based Selection

Ramesh T A, Dr. Mekhala Venkatesh

Abstract: Background: Recruitment remains the most critical yet error-prone predictive function. This study applies Signal Detection Theory (SDT) to model recruiter accuracy distinguishing true competence (Signal) from bias (Noise). Objectives: To evaluate intuition vs data reliance, familiarity with SDT, and propose SDT framework for bias reduction. Methods: Descriptive mixed-methods, RDMQ (20 items) administered to N=60 professionals (45% Hiring Managers, 30% Recruiters, 25% HR) across sectors in Bengaluru. Results: 58% Unconfident/Neutral, 65% intuition-based decisions, 46.67% use standardized criteria, 55% report hire fit ≤60%, 50% unfamiliar with SDT, yet 43.33% likely to adopt SDT. 40% view structured interviews ineffective (Control Illusion). Conclusions: Unstructured interviews create high-noise (d'≈0.2-0.3); structured SDT-based processes achieve d'≥0.6, recalibrate ?, reduce racial/age/affinity biases. Readiness indicates tipping point from Art to Science.

Keywords: Signal Detection Theory, Recruitment, Sensitivity d', Criterion β, Bias, Structured Interviews, Talent Acquisition

How to Cite?: Ramesh T A, Dr. Mekhala Venkatesh, "Application of Signal Detection Theory (SDT) in Recruitment Decision-Making: From Intuition to Evidence-Based Selection", Volume 15 Issue 8, August 2026, International Journal of Science and Research (IJSR), Pages: 277-279, https://www.ijsr.net/getabstract.php?paperid=SR26803183339, DOI: https://dx.doi.org/10.21275/SR26803183339

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