You will read through a series of resumes, look over reports made during interviews, and investigate the results of several standardized measures of employee suitability. This case thus integrates information from several earlier cases that have involved making an appropriate choice of measures, but now applying it with a specific group of individuals. From these multiple pieces of data, you will develop a recommendation for hiring. You also will develop guidelines for how similar selection decisions could be made for the entire organization.…
Employee selection is an important part of the hiring process. Managers have several goals in mind in order to select the best employees for…
When hiring someone for a position, one of the most significant qualification the employer looks at is his or her skills, competence, and abilities to do the job. The employer mainly relies on…
This case analysis paper; will go over the issues found in a recruiting process made by Carl Robins. Due to the lack of training given to Carl when he started, he was unable to complete his job successfully.…
Among the three short listed candidates for the position of Key Accounts Supervisor for the Ontario region, who should Mr. Ken Bannister (Regional Sales Manager for Adams Brands) hire?…
Judge, Timothy A., and Gerald R. Ferris. "The Elusive Criterion of Fit in Human Resources…
Effective recruitment procedures for any role can be a competitive advantage for an organisation. Ineffective recruitment and selection procedures can result in increased costs, time wasted, disruptions to current operations, reduced productivity and potential interpersonal difficulties which can negatively impact on the success of the…
Hiring was based on identifying potential employees with the requisite qualification and little regard for “fit”. Every serious candidate across the board meets with the CEO.…
Ideally, the selection process should allow applicants to gain a clear picture of the organization’s mission and culture. Hiring managers or executive directors should use selection instruments that allow candidates to show their administrative skills and their ability to relate to volunteers. The quality of resumes and cover letters give executive directors a glimpse of potential candidates fit and interest in the position. Candidates that struggle in developing a professional resume may not necessarily be a poor fit for the organization, but may be outshined by some with a more polished resume. For those candidates that pass the initial application phase, behavioral interview questions and interactions with current staff and volunteers can help determine which applicant is the best fit for the organization. Once a candidate is selected, she will need to go through the appropriate training for her new role.…
Wood, R. & Payne, T. 1998. Competency-based Recruitment and Selection: A Practical Guide. New Jersey: Wiley.…
One advantage of selecting an applicant based on their organizational fit into the organizational culture of the company will meet all the criteria of the evaluation process (Montgomery, 1996). If an individual posses the educational, work experience, as well as job experience, language skills, and decent personality this would be an ideal,…
The purpose of this article is to summarize, integrate, and evaluate the many ways interviews can be structured. Reliability and validity are key concepts in the process of selecting among job applicants, since the main goal of selection is to make accurate predictions about which individuals will perform well on the job. Reliability is the consistency of measurement, or the degree to which an instrument measures the same way each time it is used under the same condition with the same subjects (definition from: www.technetium.cen.brad.ac.uk). For example if the applicants are given different selection tests it would be very difficult to compare the difference among applicants. Alternatively, if a number of candidates are given the same selection test, the test should provide consistent results concerning individual difference between candidates. Six types of reliability are considered: test-retest, interrater reliability, candidate consistency, interviewer-candidate interaction, internal consistency, interrater agreement. For a selection measure to be useful it's not enough for it to be repeatable or stable (i.e. reliable), it must also be valid. There are numerous ways of assessing validity, but they all focus on two basic issues: what a test measures and how well it has measured it. Three types of validity information are considered: job relatedness, reduced deficiency, and reduced contamination. Personal interviews are used by all employers and companies for selecting their staff. Interview is one of the most important steps in the staff selection procedure. Interview proves important because it connects both the employers as well as job seekers. It assists employers in selecting a right person for a right job. It also helps job seekers to present their job skills and acquire a desired position on merit.…
Two significant components that interviewers evaluate prospective employees on are technical skills and behavioral traits. These two aspects of a person are indicators of job fit that many hiring managers use to make final hiring decisions (Coverdill & Finlay, 1998). Choosing the best-fit candidate for a job is important because a high rate of employee turnover can be costly, negatively impact morale and degrade quality of products or services provided by an organization. At times, the final decision is between two candidates: one offering superior technical skills but somewhat lacking in desirable behavioral traits and the other possessing the baseline of knowledge and technical skills to do the job while appearing to be a far better fit in terms of behavioral skills. It is then the hiring manager takes on the tricky task of choosing which requirement is more important- technical or…
This question will allow the interviewer to learn how employers identify candidates. It is another way to determine if a person is a good fit for a company.…
Selection is the process of recruiting suitable potential candidates from a pool of applicants that meet the specific requirements of the job that is being hired for (Harrison, 1993). The interview is currently one of the most common methods of selecting future employees in firms, as they can be used to gain more information on shortlisted candidates, however there can be error in the interview process if managers are unfamiliar with how to effectively interview the applicants for the job. In order to make sure that the most suitable applicant is hired, managers and employers must have the relevant knowledge on how to identify these candidates and ensure that there is no error in their recruitment process that could cause their judgement to come into question.…