Selection of Employees in an Organization - Assignment Example

According to Behling (1998), there seem to be commonalities among employers during the recruitment of employees which attempt to match the best employee to the jobs. The interest of all employers is to recruit the best that they can select, however, the method that they use does not lead to the wish that they have. On that account, several managers now question the succinct matching approach that can give the best from the group of job seekers. In that line, the managers now have an idea that top performers are those that can be successful in almost, if not all jobs. This is one of the yardsticks that can be used.

In a further attempt to unknot this conundrum, an examination that was made at Gatewood and Fields Human resource selection had footsteps that could establish the best matching approach of the best performer with the job. According to the examination, an emphasis was made on the imperativeness of the industrial psychologist and the human resource managers in matching the best performers and the employment (Behling, 1998).

The article goes ahead to explain the other modalities that are used to enhance the matching of the best performer to employment. The use of intelligence is hinged on the idea that smart people finish first. Using this mantra, most employers have been using this matching technique to have the recruitment work done. The explanation of the word has been used in getting into the core reason why it has been used whether consciously or unconsciously. It is defined as the human talent to solve problems. There is ten intelligence that human being is endowed with. They include deductive, inductive, memory, mechanical, numerical, perpetual reasoning, spatial, verbal, and vocabulary. Using this intelligence as the yardstick, employers can much the best intelligence that an individual has for the job that is required to be done. Accuracy in matching will be able to match the best employee with the job (Behling, 1998).

Personality is an aspect that can be identified with the psychologist. This explains the need for the psychologist in matching high-performing employees with the job. The big five personalities is stressing the point that explains how the interplay of recruitment and psychology intertwine together. Finally, it is concluded in the article that intelligence and consciousness should be used as the perfect indicators of potential but they do not guarantee success in matching since there are other vibrant parameters.