Using Selection Processes for Selecting Potential Employees to Maintain Efficiency and Staffing Quotas

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Using Selection Processes for Selecting Potential Employees to Maintain Efficiency and Staffing Quotas The structured interview, to select potential employees, should be used by the company to maintain efficiency and staffing quotas. The structured interview is valid, reliable, and would be effective for the selection needs of this company. A great deal of empirical research has examined the perceived fairness of selection interviews. These data indicate that interviews are generally perceived to be fair (Kravitz et al., 1996). Characteristics of the structured interview that make it an effective and reliable selection system are: Consistency of administration, interpersonal effectiveness of the administrator, two-way communication, propriety of questions, information about the job and organization, feedback, and selection information (Gilliland, 1993). Consistency of administration is the use of consistent questions or tests during the selection process for all applicants. In a series of studies, Singer found that more justice was perceived when the organization used the same selection procedures for every applicant (Singer, 1993). Next, structured interviews must have an effective administrator conducting the interview. In a sense a good recruiter or interview administrator acts like a good counselor. Three behavioral dimensions in particular, were related to better outcomes. The first dimension was non-directive counseling behavior (Bies and Moag, 1986). Most effective interviewers made reference to the job candidate's feelings, summarized their statements, and made interesting comments. The second dimension was their listening skills. An interviewer should talk less, nod when the candida... ... middle of paper ... ...tion in organizations (Vol. 1, pp. 43-55). Greenwich, CT: JAI. Gilliland, S.W. (1993). The perceived fairness of selection systems: An organizational justice perspective. Academy of Management Review, 18, 694-734. Kravitz, D.A. (1996). Evaluations of drug testing programs. Employee responsibilities and Rights Journal, 10, 65-86. Rynes, S.L., Bretz, R.D., Jr., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel Psychology, 44, 487-521. Schuler, H. (1993). Effects of assessment center participation on self-esteem and on evaluation of the selection situation. In H. Schuler, J.L. Farr (Eds.), Personnel selection and assessment: Indivdual and organizational perspectives (pp. 109-124). Hillsdale, NJ: Lawrence Erlbaum. Singer, M. (1993). Fairness in personnel selection. Aldershot, New Zealand:Avebury.

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