ASSESSING GRIT AND SELF-EFFICACY AS PREDICTORS FOR RECRUITMENT IN STRESS-INTENSIVE TECHNICAL FIELDS

Abstract

Identifying candidates who can maintain their performance even when under prolonged pressure is critical for aerospace operations, cybersecurity defense, emergency response, and other highly stressful and technical fields. This study focuses on grit and self-efficacy to evaluate recruitment success in these domains. Before undergoing standard selection processes, applicants completed validated assessments of grit and self-efficacy. Recruitment success was determined by final hiring decisions along with an interviewer appraisal of candidate merit. Statistical analysis showed that both grit and self-efficacy significantly and independently predicted selection, and individuals possessing both traits were significantly more likely to be endorsed for hire. The findings highlight the importance of integrating non-cognitive dimensions in addition to technical skills within the recruitment frameworks of these fields. With these non-cognitive measures, organizations are better able to identify applicants who are most likely to succeed and reduce attrition from turnover. Limitations of the study include use of self-report measures and cross-sectional design. This study can be expanded by employing longitudinal designs and context-specific measures of efficacy tailored to these frameworks. All in all, this study aims to augment recruitment in high-stress technical fields using strategically targeted psychological metrics and broadens the empirical evidence in this domain.