The National Association of Convenience Stores (NACS) “serves the convenience and fuel retailing industry by providing industrial knowledge, connections and advocacy to ensure the competitive viability of its members' businesses” (nacsonline.com). This indicates that the organization’s objective is to service the retailers with the best expertise for the industry. To further meet NACS’s goal, the Employee Selection Tools (EST) was designed to help convenience store businesses to “identify, hire, and retain high performing employees in order to decrease the high turnover rate within the industry” (nacsonline.com).
After careful evaluation of the EST sample questions, it was noted that the test will measure job applicant’s analytic competence, customer service ability, work ethics, and cognitive skills. Cognitive skills was defined as the “tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability” (Noe, Hollenbeck, Gerhart, and Wright, 2014, p. 179).
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Noe et al., (2016), described these personalities as “extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness” (p.108). Assessment of the physical ability is necessary as the job demands frequent standing, lifting, shelving, and other forms of physical exertion. Furthermore, testing a candidate’s honesty is essential to any organization as dishonest workers may have the tendency to steal and cause other financial burden to the company. Lastly, drug evaluation is needed because substance abuse will negatively impact employees’ job performance. These additional evaluations are crucial in the retail industry to establish the integrity of the
This model looks at five factors of personality, which have been categorised as neuroticism (emotional stability, anxiety), extraversion (sociability, energy), openness to experience (curiosity, broad-minded), agreeableness (trust, cooperative) and conscientiousness (reliability, discipline) (Black, 2000). According to research conducted by Detrick and Chibnall (2006), the most suitable candidates for recruitment as police officers would rank low on the neuroticism scale, average on the openness and agreeableness scale and levels of extraversion and conscientiousness would be
Selecting new employees in nonunion operations. (1996). Management Report for Nonunion Organizations (Wiley), 19(5), 5-6.
When going into a store, one would expect that the employees would know what they are doing and are reliable. When companies hire based on looks, they do not realize that although the person may look astonishing, they may not have the competence to complete the job. The person may be the most gorgeous person on Earth, but they may not have the skill set required for the job. For those who...
Human resource practitioners and I/O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal. Unlike traditional predictive measures of job performance- mental and motor functioning and personality attributes- drug testing attempts to evaluate candidates by chemically screening their urine for mind-altering substances. By collecting urine samples from job applicants and performing chemical tests on them, employers are able tell whether or not these individuals have illegal substances in their blood streams (Muchinsky, 1997). While a negative result on a drug test certainly does not predict a high level of job performance, those applicants who test positive for drugs are generally viewed as less than desirable. Such tests have been shown to be highly reliably; more reliable in fact than most traditional measures used by psychologists. The validity of such measures, however, has been questioned. The issue of drug test validity will be discussed later in this review. The use of drug screening procedures is not limited to job applicants; and it is not uncommon for organizations to regularly test their current employees for the use of illegal substances. Much of the rese...
Choosing the right employees can improve the efficiency of other human resource practices and avoid various problems. Outback grasp the concept that selecting the right employee is critical as it plays a direct role in improving the efficiency and avoid problems. Their belief is if they can reduce or eliminate time spent on personal matters, it could then spend more time focusing on the customers. Outback realize that there is too much competition for Outback Steakhouse or any business to risk having mediocre employees. Selecting the right person for the right job can mean success or failure for a company. In fact “ With the Human Age accentuated by demographic shifts such as aging workforces, worsening talent mismatches, the collaborative power of fast-evolving technologies and the need for companies to do more with less, discussion panelists agreed th...
These traits are conscientiousness, extraversion, openness to experience, neuroticism and agreeableness. In hiring police officer it’s important that the recruits should display the highest degree of personality traits that are necessary in their line of duty. Such arguments as that people with higher cognitive skills are most likely to quit their jobs due to less satisfaction should not hinder the need for better performance expected in the police and army officers. As much as this can be a fact facing the department of law enforcers, stake should not be lowered to suit the interest of the undeserving fellows which may in the long run cause a poor performance in the department.
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
Every restaurant is always responsible for filling up available positions. When it comes to recruiting employees McDonald’ uses several techniques and many of the positions they offer are advertised within McDonald’s restaurants. McDonald’s has one of the best recruitment histories in hiring quality staff that provides that outstanding service to consumers. Some of the methods used to recruit and be able to select is through ...
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following: · performance tests · knowledge tests · aptitude tests · intelligence tests · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two.
Recruitment questions for large operational startups include, what are the jobs, how is the employment market today, what is our competition locally providing, how can we get the best talent and finally how to do we retain them. The challenge for the Borgata was multi-faceted, a tight labor market in the surrounding area, a small local population of 40,517 of which only 63% where capable of working and the need for 5000 workers to staff the hotel in short time. (US Census Bureau. 2012). To compound the challenge the quality expectation was high, the “best of best” was required. Once applicants were enticed to apply and applications were received, the question became how do quickly identify the candidates to a manageable qualified number? How do we ensure the interview time is appropriate and effective for unto a hundred different job descriptions? To begin this monumental task of recruiting applicants, screening quickly for the appropriate criteria research must be conducted. Development of strategic hiring plans, tasks assigned to appropriate individuals and accurately executed with a c...
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.