Effective employee selection and its importance

Piotr Marcinski According to R. Field, employee selection is the "process of collecting and evaluating information about an individual in order to extend an offer of employment. By doing human resource planning, the organization projects its likely demand for personnel with particular knowledge, skills, and abilities KSAsand compares that to the anticipated availability of such personnel in the internal or external labor markets. During the recruitment phase of staffing, the organization attempts to establish contact with potential job applicants by job postings within the organization, advertising to attract external applicants, employee referrals, and many other methods, depending on the type of organization and the nature of the job in question.

Effective employee selection and its importance

Piotr Marcinski According to R. Field, employee selection is the "process of collecting and evaluating information about an individual in order to extend an offer of employment. By doing human resource planning, the organization projects its likely demand for personnel with particular knowledge, skills, and abilities KSAsand compares that to the anticipated availability of such personnel in the internal or external labor markets.

During the recruitment phase of staffing, the organization attempts to establish contact with potential job applicants by job postings within the organization, advertising to attract external applicants, employee referrals, and many other methods, depending on the type of organization and the nature of the job in question.

Employee selection begins when a pool of applicants is generated by Effective employee selection and its importance organization's recruitment efforts. During the employee selection process, a firm decides which of the recruited candidates will be offered a position.

Effective employee selection is a critical component of a successful organization. How employees perform their jobs is a major factor in determining how successful an organization will be.

Job performance is essentially determined by the ability of an individual to do a particular job and the effort the individual is willing to put forth in performing the job. Through effective selection, the organization can maximize the probability that its new employees will have the necessary KSAs to do the jobs they were hired to do.

Thus, employee selection is one of the two major ways along with orientation and training to make sure that new employees have the abilities required to do their jobs. It also provides the base for other HR practices—such as effective job design, goal setting, and compensation—that motivate workers to exert the effort needed to do their jobs effectively, according to Gatewood and Field.

Job applicants differ along many dimensions, such as educational and work experience, personality characteristics, and innate ability and motivation levels. The logic of employee selection begins with the assumption that at least some of these individual differences are relevant to a person's suitability for a particular job.

Effective employee selection and its importance

Thus, in employee selection the organization must 1 determine the relevant individual differences KSAs needed to do the job and 2 identify and utilize selection methods that will reliably and validly assess the extent to which job applicants possess the needed KSAs.

The organization must achieve these tasks in a way that does not illegally discriminate against any job applicants on the basis of race, color, religion, sex, national origin, disability, or veteran's status.

Since the organization must determine the individual KSAs needed to perform a job, the selection process begins with job analysis, which is the systematic study of the content of jobs in an organization. Effective job analysis tells the organization what people occupying particular jobs "do" in the course of performing their jobs.

It also helps the organization determine the major duties and responsibilities of the job, as well as aspects of the job that are of minor or tangential importance to job performance.

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The job analysis often results in a document called the job description, which is a comprehensive document that details the duties, responsibilities, and tasks that make up a job. Because job analysis can be complex, time-consuming, and expensive, standardized job descriptions have been developed that can be adapted to thousands of jobs in organizations across the world.

Two examples of such databases are the U. An understanding of the content of a job assists an organization in specifying the knowledge, skills, and abilities needed to do the job.

Adapted from Gatewood and Field, Job Analysis The systematic study of job content in order to determine the major duties and responsibilities of the job.

Allows the organization to determine the important dimensions of job performance. The major duties and responsibilities of a job are often detailed in the job description. The job requirements are often detailed in a document called the job specification.

The organization must Once the organization knows the KSAs needed by job applicants, it must be able to determine the degree to which job applicants possess them. The organization must Selection methods include, but are not limited to, reference and background checks, interviews, cognitive testing, personality testing, aptitude testing, drug testing, and assessment centers.

The Assessment of the Reliability and Validity of Selection Methods The organization should be sure that the selection methods they use are reliable and valid. In terms of validity, selection methods should actually assess the knowledge, skill, or ability they purport to measure and should distinguish between job applicants who will be successful on the job and those who will not.

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Typically, the organization will first try to determine which applicants possess the minimum KSAs required. Once unqualified applicants are screened, other selection methods are used to make distinctions among the remaining job candidates and to decide which applicants will receive offers.

The necessary KSAs are called job requirements, which simply means they are thought to be necessary to perform the job. Job requirements are expressed in terms of desired education or training, work experience, specific aptitudes or abilities, and in many other ways.

Care must be taken to ensure that the job requirements are based on the actual duties and responsibilities of the job and that they do not include irrelevant requirements that may discriminate against some applicants.

For example, many organizations have revamped their job descriptions and specifications in the years since the passage of the Americans with Disabilities Act to ensure that these documents contain only job-relevant content.

Once the necessary KSAs are identified the organization must either develop a selection method to accurately assess whether applicants possess the needed KSAs, or adapt selection methods developed by others.

There are many selection methods available to organizations. The most common is the job interview, but organizations also use reference and background checking, personality testing, cognitive ability testing, aptitude testing, assessment centers, drug tests, and many other methods to try and accurately assess the extent to which applicants possess the required KSAs and whether they have unfavorable characteristics that would prevent them from successfully performing the job.Feb 08,  · Forbes CommunityVoice ™ allows professional fee-based membership groups ("communities") to connect directly with the Forbes audience by enabling them to create content – and participate in the.

#4 Define rules together. Team building is more effective when the management doesn’t simply bring out a rulebook and enforce the rules from top down. You want the rules to be decided by the team. Effective Employee Selection Methods.

July 18, | In Hiring and Selection, The purpose of this article is to help deal with that clutter by presenting three of the most effective and universal employee selection tools along with the outcomes and specific requirements that you can expect when implementing each.

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