The Selection Process is a systematic series of events, which results in an organization making a selection from a group of applicants. The group of applicants usually consists of individuals who best meet the selection criteria for the position available. A lot of people graduating from college will most certainly ask themselves, “just what’s involved in the selection process from a HR managers perspective, or referred to in most cases as the interviewer.” Lets take a look at the selection process, since trying to land that job of a lifetime is one of the primary reasons why most students decide to continue their education.
Many employers follow a format called an employers guide to good practices. First there is the personnel assessment. This assessment is a systematic approach to gathering information about the individuals. This information is used to make employment or career-related decisions about applicants and employees. For example, an employer may use personnel assessment to select employees for a job. And career counselors may conduct personnel assessment to provide career guidance to clients.
Personnel assessment tools, such as tests and procedures, are used to measure an individual’s employment or career related qualifications. There are many types of personnel assessment tools. These include traditional knowledge and ability tests, inventories, subjective procedures, and projective instruments. Personnel assessment tools differ in purpose, what they are designed to measure what they are designed to predict, work samples, and levels of standards, objectives, and productivity. All assessment tools used to make employment decisions, regardless of their layout, are subject to legal standards.
For example, both the evaluation of a resume and the use of a highly standardized achievement test must comply with applicable laws. Assessment tools used only for career counseling are usually not held to the same legal standards. Employers should remember that personnel tests provide only part of the picture about a person. However, these steps help combine and evaluate all the information gathered about a person to make career or employment related decisions. People differ on many psychological and physical characteristics.
These characteristics are called constructs. For example, people skillful in verbal and mathematical ...
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...ot be released to other organizations or individuals without the informed consent of the test taker.
And lastly, procedure thirteen ensures that scores are interpreted properly. Tests are used to make references to people’s characteristics, capabilities, and future performance. The references should be reasonable, well founded, and not based upon stereotypes. If test scores are not interpreted properly, the conclusions drawn from them are likely to be invalid, thus leading to poor decision making. The organization should ensure that there is solid evidence to justify the test score results and the employment decisions made based from the scores.
Works Cited
U.S. Department of Labor, Employment and Training Administration, 1999
http://www.hr-guide.com/data/Gs68.htm
Personnel Selection, Tips and FAQs: Test Administration
http://www.hr-guide.com/data/G360.htm
FBI Special Agent Selection Process, General Information, 1997
http://www.fbi.gov/employment/booklet/general.htm
Investec, The Selection Process, 1998
http://www.graduate.investec.co.uk/select.htm
Career Management Advice, The Interview, 1999
http://topjobs.co.uk/ase/asetjn6.htm
Johnson, D.L., & Kleiner, B. H. (2000). A comparative view of employment testing. Management Research News, 23(7), 99-102. Retrieved from http://search.proquest.com/docview/223538226?accountid=32521
In an attempt to hire the best possible candidate and to properly analyze current workers, many companies have used some form of personality testing to attempt to better know their employees. Personality testing has shown the employers are desperately trying to fit the perfect person into the perfect position. Some of the "master chefs" of the selection business are paying special attention to the new chemistry between personality tests, competency requirements, and behavioural interviewing. But is the process of personality testing truly accurate? This paper will go into detail about how personality testing came to pass and how it evolved into the present environment. Furthermore, it will elaborate two major arguments as to why personality testing is not an adequate method of the hiring process and, mainly, how these arguments are addressed and dealt with by the creators of the tests.
Which personality assessment would you recommend for use by employers? Choose from the Rorschach Test, the TAT, the MMPI, and the MBTI inventory. Be sure to include why this assessment is a better fit than the other assessments described in the lesson.
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
Both of the test users and the test takers will highly benefit from administration of this test. For the test users, the usage of this test will help them identify suitable employee candidates that fulfill their requirements more efficiently.Meanwhile,for the test takers they will able to discover their strength and weakness from the results.Hence,they will be able to improve their abilities.
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
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
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
... relevant samples of all aspects of the skills measured. Firefighters must pass a physical test equivalent to the physical tasks required fighting fires. Physical requirements of a firefighter include the ability lift 75 pounds while wearing a respirator and being able to run up flights of stairs. Criterion-related validity compares test scores with a well-established independent measure known to be valid. At Bluebonnet Homes, an Intermediate Care Facility for Persons with Mental Retardation (ICF/MR), potential employees are asked a series of real-life questions modeling experiences they will encounter while on the job. The potential employee’s ability to identify the exact problem in each of the scenarios and the solutions they determine correct help trainers to assess future job success. High scores on the assessment activities predict successful job performance.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
MY RESPONSE: A job analysis should include in every human resource function, because it supports the business strategy, analyzes employees’ performance, and broadcasts the future developments. This practice helps to identify the needs for specific skills, and it's a useful tool for hiring, promotion, and training. For instance, when performing an assessment, you are looking not only for a job performance, you can identify a specific behavior or areas of possible improvements. The job assessment helps to identify additional needs for enhancement or correction. There is a correlation between managers and employees, and collected data will help to determine the internal environment and how good the relationship is. For example, during training,
Employers aim to use Personality Test as psychological screening tool in their person-job fit selection process, using the pass-fail approach to the tests results resulting in keeping candidates who pass the personality profile criteria.
ter Laak, Gokhale, and Desai (2013) defined a psychological assessment as the task of researching the differences that lie within individuals behaviours, and also applying this knowledge to a single person for interests and benefits of themselves and the society. ter Laak et al (2013) also noted that this definition applies to situations and contexts that require having the right person at the right place. Examples of such assessments are carried out in work environments for placement concerns, with regards to appointing the right candidate for a job (ter Laak et al., 2013).
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
Industrial psychologists typically help employers find the best person for a job, evaluate job performance, and train employees. In developing a system for matching an individual to a job, an industrial psychologist must first determine what special knowledge, skills, and abilities the job demands. The psychologist then designs a selection system to judge an applicant's qualifications for the job. The objective of such a system is to predict a person's performance in the workplace. Commonly used selection tools include interviews, letters of reference, work samples, and tests of aptitudes, abilities, knowledge, interests and personality.