Employee Selection
Individual Research Essay
(2) Describe the different employee selection methods and specify which work best for different jobs.
Employees form the basis of a successful organisation and the abilities and behavior of employees can vary the performance of an organisation significantly. Due to the fact that respective jobs require specific sets of skills or attributes, selections are essential in ensuring that the most suitable candidates are hired. Selection refers to the process of assessing candidates by various means and making a choice followed by an offer of employment (Graham, 1998, p.206). It is often thought of as an integral part of human resource management within an organization, which allows firms to gain a competitive advantage in the wider market. An innumerable number of selection methods are used for recruitment and promotional purposes in a global context, and both reliability and validity must be taken into consideration in determining the viability of such strategies. Validity can be defined as the extent to which something measures what it claims to measure; while reliability refers to the degree to which interviews, tests and other selection procedures yield comparable data over a period of time, and the degree to which two or more methods yield similar results or are consistent (Hartel, Fujimoto, Strybosch & Fitzpatrick, 2007, p.287). This essay aims to expound on the most commonly used selection methods, namely application forms and subsequent reference checks, interviews and performance simulation tests. In doing so, it also examines the broader implications of the adoption of such techniques and the suitability of respective jobs with various methods.
Application forms are the first step in the employee selection process, and are often used in conjunction with background checks. Application forms require a prospective employee to submit relevant information, such as personal details and prior job experience to the organisation as
(2) Describe the different employee selection methods and specify which work best for different jobs.
Employees form the basis of a successful organisation and the abilities and behavior of employees can vary the performance of an organisation significantly. Due to the fact that respective jobs require specific sets of skills or attributes, selections are essential in ensuring that the most suitable candidates are hired. Selection refers to the process of assessing candidates by various means and making a choice followed by an offer of employment (Graham, 1998, p.206). It is often thought of as an integral part of human resource management within an organization, which allows firms to gain a competitive advantage in the wider market. An innumerable number of selection methods are used for recruitment and promotional purposes in a global context, and both reliability and validity must be taken into consideration in determining the viability of such strategies. Validity can be defined as the extent to which something measures what it claims to measure; while reliability refers to the degree to which interviews, tests and other selection procedures yield comparable data over a period of time, and the degree to which two or more methods yield similar results or are consistent (Hartel, Fujimoto, Strybosch & Fitzpatrick, 2007, p.287). This essay aims to expound on the most commonly used selection methods, namely application forms and subsequent reference checks, interviews and performance simulation tests. In doing so, it also examines the broader implications of the adoption of such techniques and the suitability of respective jobs with various methods.
Application forms are the first step in the employee selection process, and are often used in conjunction with background checks. Application forms require a prospective employee to submit relevant information, such as personal details and prior job experience to the organisation as
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