Employee Selection Principles and Techniques
CHAPTER 3: Employee Selection Principles and Techniques
When you leave college to take a full-time job, there is a 50% chance that you will quit your first job within 3 to 5 years > variety of reasons > both the employee and the organization lose -> importance of employee selection principles and techniques.
Improper matching of the person and the job, of the person’s skills and characteristics with the job’s demands and requirements leads to dissatisfaction and poor performance in the work situation.
Organizational Entry
A study of managerial, professional and technical employees of a large oil company found that those who demonstrated success early in their career were more likely to be promoted than those who were less successful early in their career (Dreher & Bretz, 1991).
Initial job challenge has a positive impact on employee performance and success. The challenge should be compatible with your expectations and preferences.
Employee preferences
Challenging, interesting and meaningful work
High salary
Opportunities for advancement
Job security
Satisfactory working hours
Pleasant working conditions
Compatible co-workers
Feeling of being respected and appreciated
Opportunity to learn new skills
Fair and loyal supervision
Being asked one’s opinion on work issues
Assistance with personal problems
A study of business students showed the most important consideration to be the company’s location, followed by salary and benefits (Barber & Roehling, 1993).
Another factor that affects employee preferences is level of education. College graduates have different preferences from high school graduates and there are also differences btw college graduates. Engineering majors differ from liberal arts majors and students differ from C students. Age also plays an important role as well as specialization.
Employee preferences change as a function of economic conditions. When jobs are difficult to obtain, new employees may be more
When you leave college to take a full-time job, there is a 50% chance that you will quit your first job within 3 to 5 years > variety of reasons > both the employee and the organization lose -> importance of employee selection principles and techniques.
Improper matching of the person and the job, of the person’s skills and characteristics with the job’s demands and requirements leads to dissatisfaction and poor performance in the work situation.
Organizational Entry
A study of managerial, professional and technical employees of a large oil company found that those who demonstrated success early in their career were more likely to be promoted than those who were less successful early in their career (Dreher & Bretz, 1991).
Initial job challenge has a positive impact on employee performance and success. The challenge should be compatible with your expectations and preferences.
Employee preferences
Challenging, interesting and meaningful work
High salary
Opportunities for advancement
Job security
Satisfactory working hours
Pleasant working conditions
Compatible co-workers
Feeling of being respected and appreciated
Opportunity to learn new skills
Fair and loyal supervision
Being asked one’s opinion on work issues
Assistance with personal problems
A study of business students showed the most important consideration to be the company’s location, followed by salary and benefits (Barber & Roehling, 1993).
Another factor that affects employee preferences is level of education. College graduates have different preferences from high school graduates and there are also differences btw college graduates. Engineering majors differ from liberal arts majors and students differ from C students. Age also plays an important role as well as specialization.
Employee preferences change as a function of economic conditions. When jobs are difficult to obtain, new employees may be more