Varied Selection Tools Essay examples

However costly, the benefits of effective and efficient recruitment and selection, along with appropriate policies and procedures for retention, could outweigh the costs as well as reduce the costs of high labour turnover. Armstrong (2006, p97) cites Purcell et al (2003) to state that 'the way managers implement and enact policies ' is crucial in achieving greater competitive advantage. This process spans from gathering the potential candidates for a job position to short listing and in the final stages, selection. They may have knowledge of suitable candidates; however it is the ability to recruit the right people for the right job through, essentially, a systematic and fair, procedural process.              However, choosing the right person for the right job is not always easy. Effectively conducting job analysis and targeting right potential candidates ensures a good match between applicants and the jobs (Delaney et al 1996). Argument has been given that under qualified employees may not able to effectively perform their job positions due to lack of knowledge and competencies, while on the other hand over qualified employees tend to experience less job satisfaction due to their higher qualification than a desired level for a given job (Johnson et al 2002). For every job in the organisation, a thorough job analysis, which includes

The current practice in the selection process showcases inappropriate evaluations of candidates. For instance, in all the assessments formed by Clark, it lists personal and irrelevant information pertaining the candidates --such as age, marital status, and ethnicity. Furthermore, the interviews constructed does not show that the tools used for selecting employees were reliable and valid. That is, the appraisal Clark established were based exclusively on feelings and unreliable methods in which has unsupported assumptions to reject a qualified applicant.

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

The task of finding well-rounded employees is an eternal challenge for most companies, a fact which makes the work of the Human Resources department eternally important. Employees need to not simply be effective at their immediate tasks; they need to demonstrate aspect of strong character, trustworthiness and growth. Thus, the task of doing research to determine the best methods for screening employees is indeed a legitimate one.

Finding the best people to work in organizations has peaked over time due to many companies downsizing (Frankenfield, & Kleiner, 2000). For this reason, most organizations are no longer exclusively relying on interviews in the screening process of new employees. The purpose of pre-employment testing is to aid in predicting future behavior (Bloomquist, & Kleiner, 2000). The use of employment testing has increased over time in order to find and hire the best employee.

In today’s growing population of professionals, it is essential for organizations to implement, articulate, and accentuate the best employee selection and performance appraisals methods. The selection process is what an organization uses to determine which job candidates successfully meets the demands of the job. It also determines what job applicant will fit the organization culture and present work groups. If the selections methods and practices are done poorly, this can ultimately jeopardize the

personality types, behavioural styles theories, personality and testing systems - for self-awareness, self-development, motivation, management, and recruitment

This paper will delineate the specifics of the ISTJ personality and analyze my personality type. Understanding that different people handle situations differently, this paper will discuss personal development mechanisms I must consider in my daily interaction with others. Specifically, this paper will discuss relevant personality strengths and considerations for me to develop and improve weaker areas in order to better serve other personality types. This paper will also examine aspects of my organizational behavior and a self-assessment to become a better coworker. Of the 16 types of Meyers-Briggs personality types, I scored as an ISTJ, which is consistent with a Meyers-Briggs Type Indicator test conducted in early 2013. To become a better coworker, manager and organizational leader, I must strengthen my organizational behaviors and beliefs to develop a greater worldview perspective (Fisher, 2012).

What type of methods your company uses to assess applicants to determinate who to hire for this job?

Gatewood, Field, and Barrick (2011) assert that personality data can provide valid information for guiding selection decisions, as long as it is collected appropriately. Additionally, personality characteristics influence performance at work, specifically conscientiousness and emotional stability. These traits can greatly influence employee performance in various areas due to their connections to employee capability for hard work, persistence, and ability to manage stress. Managers also care greatly about the personality traits of potential applicants, sometimes even more than is warranted. While the predictive validity of personality traits has shown to be modest for job performance, it does exist. Furthermore, the authors assert that personality

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

The organization will implement the Myers-Briggs Type Indicator (MBTI) personality profile test. Current employees who are staying in their current positions are still subjected to the assessment being we want all employees to be comfortable with new hires. Testing current employees will show where the company is behavioral wise with personalities, and management can have better understanding of their employees. In the current process of the reorganization, any employee that transitions into a different role will go through the process of internal hiring. The organization is planning on having the MBTI part of the organization’s hiring process, therefore implementing this new culture efficiently is a top priority. BoardMan will create a job satisfaction survey to help with the Myers-Briggs testing.

Currently serving as a customer service manager for a major retail bank. Oversees fulfillment operations department, which consists of a team of 25 associates who process west coast banking center accounts. Items that our department fulfills are statement, items and research inquires. We receive inquires for many bank products such as checking, saving, certificate of deposits, credit cards, individual retirement accounts and line of credits. We work with customers, internal employee, legal entities and government agencies. Based on the Five Factor Personality Model, the author received a score of high as an extravert and moderate with other personality types with the exception of agreeableness with a low. This research paper will examine if the personality scores that the author received are aligned with the authors career choice by discussing organizational and individuals personality type advisement from scholarly article research.

Selection is a key responsibility for all manager and supervisors involved, rather directly or indirectly, in the hiring process of an organization. Selecting and hiring the wrong candidate can become costly to an organization. Therefore, the selection process should be handled with tedious care and precision to ensure to hire the employees right for the job. Potential candidates should be hired based on their skills, and knowledge relevant to the job. For instance, to ensure suitable hiring for vacant positions, the job description should meticulously be designed to properly reveal the skills necessary and required to perform the job specifically. Using a data-driven selection or hiring approach helps in increasing or enhancing the suitability of the hiring decisions made in companies or organizations. When the selection is based on the data obtained, it ensures that the success rate will be high because the potential candidate has been selected based on precise data, resulting in the likelihood of high performance. However, following a data-driven approach a company’s focus is on the required and mandatory skills and competencies required to perform a particular job.

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.