Employee Selection: Candidate Pre-Screening and Testing
Employee Selection: Part 1 – Candidate Pre-screening and Testing What we know, best practices, and future trends.
Patrick Hauenstein, Ph.D. Executive Vice-President, Navient Corporation
Overview – Employee selection is the logical beginning of Employee Relationship Management (ERM). The initial experience of the candidate during the selection process is likely to have a major impact on their view of the organization’s culture, their perception of the value being placed on talent, and their perception of the sophistication of the organization’s business processes. The definition of job specifications necessary for the evaluation and selection of candidates is a critical foundation for other phases of the ERM cycle. Job specifications provide the initial direction for employees during the on-boarding process (e.g., what are the primary responsibilities and expectations concerning job performance) and are the framework for beginning performance management discussions. Selection system performance in competency areas defined in the job specifications helps to establish developmental goals for the employee and provides a framework for ongoing competency assessments. Building a high performance workforce certainly starts with selection. Retention rates, individual productivity, and business competitiveness all begin with doing a superior job of matching individuals to jobs. This white paper provides an overview of what is known about common employee selection procedures, what are considered best practices, and describes future trends that are impacting how employees are selected. It is divided into two parts. Part 1 deals with the early phases of employee selection and focuses on prescreening and testing components. Part 2 deals with latter phases of employee selection and focuses on the employment interview and simulations. What do we know about candidate pre-screening? – Candidate pre-screening refers to the initial evaluation of candidate qualifications at time of
Patrick Hauenstein, Ph.D. Executive Vice-President, Navient Corporation
Overview – Employee selection is the logical beginning of Employee Relationship Management (ERM). The initial experience of the candidate during the selection process is likely to have a major impact on their view of the organization’s culture, their perception of the value being placed on talent, and their perception of the sophistication of the organization’s business processes. The definition of job specifications necessary for the evaluation and selection of candidates is a critical foundation for other phases of the ERM cycle. Job specifications provide the initial direction for employees during the on-boarding process (e.g., what are the primary responsibilities and expectations concerning job performance) and are the framework for beginning performance management discussions. Selection system performance in competency areas defined in the job specifications helps to establish developmental goals for the employee and provides a framework for ongoing competency assessments. Building a high performance workforce certainly starts with selection. Retention rates, individual productivity, and business competitiveness all begin with doing a superior job of matching individuals to jobs. This white paper provides an overview of what is known about common employee selection procedures, what are considered best practices, and describes future trends that are impacting how employees are selected. It is divided into two parts. Part 1 deals with the early phases of employee selection and focuses on prescreening and testing components. Part 2 deals with latter phases of employee selection and focuses on the employment interview and simulations. What do we know about candidate pre-screening? – Candidate pre-screening refers to the initial evaluation of candidate qualifications at time of