The decision to accept or reject applicants is the most critical step in the selection process to hire a new employee. The final decision must be a sure choice because the cost of placing a new employee on the payroll, putting them through a short probationary period in most organizations, and EEO/AA considerations employers must be positive about the applicant. All the relevant information about applicants requires a systematic consideration. In the evaluation of applicants, forms and checklists are used to summarize all the important information about the applicants.
An employer is mostly interested in what an applicant can do and will do. The can do factors consist of knowledge and skills, also the aptitude to acquire new knowledge and skills. The will do factors consist of motivation, interests, and other personality characteristics. For successful on the job performance both factors are very important and helpful. An employee that has the ability but lack motivation is better than an employee that lacks the ability to perform.
The decision making process for selecting personnel differs from one job category to the next. For example, the strategy for selecting managerial and executive personnel is different than that of selecting clerical and technical personnel. When looking for new employees to hire managers should consider the following:
Should applicants be hired for the needs of the organization or to their highest potential?
At what pay rate should the applicant be started at?
Should job advancement be considered or just job matched placement be the main concern for hiring?
Should unqualified applicants be considered if they are qualifiable?
Do you consider applicants that are overqualified?
Will affirmative action and diversity be considered when making decision for hiring personnel?
Managers also must consider what approach to use in selection new employees. The basic approaches to selecting new employees are... [continues]
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