The Iceberg Model in Personnel Selection

1. Anticipate the iceberg!

The iceberg model is primarily known in the field of communication. The model can largely be traced back to Sigmund Freud’s “iceberg model of consciousness”. Freud compared human behavior with an iceberg floating in the sea.

His assumption was that in our daily situational behavior we are only aware of 10-20% of what determines our behavior. That is to say, only 10-20% of our behavior is conscious behavior and hence that which is visible above the surface of the water. 80-90% of the motivation for our behavior is unconscious and is submerged beneath the surface.

The fundamental assumptions of the model have meanwhile been applied to many different fields. This model is not only a key pillar of communication theory but is also used, for example, in connection with organizational development, educational psychology, project management and/or corporate culture.

The iceberg model presented here (see the figure below) refers to personnel selection. What part of an applicant do companies see during the hiring process? What remains hidden?

2. Avoid the Titanic effect

The 80-90% below the water level is decisive in integrating new employees into a company for long-term performance and retention. If companies in the hiring process do not illuminate the depths and do not recognize warning signals in advance, there is a danger of the working relationship suffering shipwreck. And
this always has an impact on the rest of the “crew”.

The persolog® assessment tools can be applied at just this point. It not scrutinizes the applicant’s professional but personal and social competencies. It identifies the applicant that best fits to the job.

For more details about the persolog® tools visit: www.persolog.ro

Contact Person: Peter Kulcsar
Project Manager - persolog Romania