Selecting Employees to Fit the Job and the Organization

Selection is the process of obtaining and using information to aid in the decision on whether or not the job candidate should be hired for a position. The objective of selection is to predict the likely future performance of applicants in the job that is open, as well as in other jobs that the new hire might hold at the company in the future. Selection practices ensure that employees are capable of high productivity, motivated to stay with the organization for as long as the organization wants to employ them, able to engage in behaviors that result in customer satisfaction and capable of implementing the strategy of the company. The choices to be made when making a selection decision include accepting a qualified candidate, rejecting an unqualified candidate, accepting an unqualified candidate and rejecting a qualified candidate.
The consequences of incorrect selection decisions could be costly to an organization; however the benefits of correct selection decisions could save an organization money and add value to that organization as well. There are many techniques that are used for assessing job applicants.
Selection techniques include: application or resume, background checks, medical examinations, written tests, work simulations, reference checks and interviewing. The perspective of the job applicants who are going through the selection process is important to consider. Most of the applicants are concerned with being treated fairly. Applicant’s reactions to the selection process will influence the applicants decision on whether or not to pursue job opportunities in your organization. So you want to make sure that the selection process, the content of written test and work simulations is fair. During the selection process it is very important that your company stays on the right side of the law. It is illegal to make selection decisions based on an applicant’s race, color, sex, national origin, age or because of a