Employee Selection Process For Hiring Employees

Managers responsible for job placement should keep in mind the organizational requirements and culture, since all companies do not have the same job design. Individuals should be flexible enough to fit into the culture of an organization (Grote, 1996).

Customer service studies show that when something goes right, customers give credit to the individual employee dealing with the problem; when something goes wrong, customers usually blame the organization itself. This fact makes it crucial for any

Once candidates are identified, the next step would be to gain some valuable information about them. There are different selection methods that should be used and according to Youssef (2012), selection methods can narrow down potential candidates. The approach and selection that I would employ in hiring an Operations Manager would be through tests and interview. The idea of using tests as selection method is to assess the personality and abilities of each candidate for the jobs. The personality test is to focus on the feelings, thoughts, and behavior of candidates as they relates to the type of enthusiasm and motivation

Depending on the nature of the business, organizations will require various sets of talents (skill, knowledge and capabilities) that contribute towards the their growth and success. Markets in general have high supply of some talents and low of others. Based on the talent requirement of the organization and the market in which it operates, it will have to alter its approach towards attracting the required talent. This may involve adjusting factors like remuneration, long & short-term benefits, career prospects, trainings, etc.

Organisational context – Recruiting and selecting talent who’s attitude that ‘matches’ the organisations culture, is a factor that influences recruitment and selection. For example, the ‘right person’ for the organisation, can then develop a job around their skills and capabilities.

(O 'Reilly, Chatman and Caldwell, 1991) talk about person- organisational fit, and how the individual’s culture and ethics are pivotal to their ability to adjust to different companies environments. They also found that in their research into profile analysis, that the organisation 's cultures tend to be similar when the organisations are in somewhat similar industries and therefore have similar corporate sizes, structures, regulatory demands, levels of technological maturity, personnel procedures and configurations, and general orientations.

The agency today has a comprehensive recruitment process. Like any other career plan, to begin the process of becoming an agent of the FBI, you first have to contain a college degree. Contrary to the assumption that a major in criminal justice is needed to apply for a position in the agency, the FBI hires individuals with various degrees. This helps the agency have diverse teams and members for numerous field objectives. Once an individual is ready to apply, the first step is to go to the FBI’s website and create a profile for themselves. You provide personal information, a well-organized resume, and answer several questions that allow the individual to reassure they are qualified to even submit an application, and lastly submit important documents

There are hundreds of tests available to help in the process of screening potential employees. Using selection procedures and test is what helps employers to promote and hire potential employees. Cognitive tests, medical examinations and other test and procedures aid in the process of hiring potential employees.. The use of tests and other selection measures can be a very useful way of deciding which applicants or employees are most competent for a particular job.

Agreeably, the Uniform Guidelines on Employee Selection Procedures is a set of guidelines that is used by corporations during the process of employment selections. It mainly highlights the aim to eliminate discrimination in basis of color, race, sex, religion, nation or origin when deciding on employees for a firm. Also, these guidelines provide employers with a framework for making legally requisite enforceable employment decisions”. (Snell, 2013, p. 131) In doing so it supports the nation's aim to provide equal opportunity in employment selection without any favoritism. Added to this, the guidelines can only be used for selection process that is purely based for making employment choice decisions. But it can be used by any corporations both

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

Business leaders among a wide range of industries agree that an organization’s success is determined by attracting and retaining a quality workforce. However, many organization’s hire employees based on a certain set of skills the employees possess, or acquaintances they have within the organization. Many organizations fail to consider if the prospective employee fits the organizational culture. In the case of Two Tough Calls, the Program Manager, Susan, was faced with a managerial dilemma; retain or terminate two underachieving employees.

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Person-Organization fit theories play an important role when organizations want to attract new employees. Person-Organization fit, abbreviated as P-O fit, is a popular theory, however its origin is unclear. “Models

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.

I have reviewed Alamo Waste’s recruitment, selection, and retention efforts. I have identified some weaknesses. In the recruitment process, weaknesses include using Craigslist, unemployment offices and college job boards. The internet is a very good resource for recruiting, but there are more useful and trust-worthy job sites other than Craigslist. Another weakness is that interviews are brief and the questions depend on the interviewer. The interviews should be structured and consistent (Argosy University Online, 2016).