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Trends in Selection Methods - Assignment Example

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Review of Past, Existing and Emerging Trends in Selection Techniques: Introduction: The process in which information is retrieved from the individuals willing to occupy a position and evaluated with respect to the job requirements is called as “selection” (Gatewood et al, 2008, p…
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Download file to see previous pages Also, the process of selection creates a base for practicing adequate employee motivational strategies. When the abilities and personal traits of the candidates for a job are assessed, the goal is not just to identify the individuals that can rightly do the job, but it is actually about choosing candidates that would actually accept to work when offered to and would tend to develop a long term relationship with the company, beneficial both for the employee and the organization. Thus, selection should ensure retention which means “the existence of an ongoing employee relationship” (Huang, Lin and Chuang, 2005). There is a certain cost associated with the process of selection, which goes into the training of the very personnel that are given the responsibility if recruiting employees for an organization, so that they may perform their duty adequately. However, the added cost is balanced by the increased retention that surfaces as a result of right selection of employees. “It is widely acknowledged that traditional selection interviews are unreliable predictors of which candidates are likely to be successful performers.” Rational practices: “Best practice” and “best fit” are two of the most fundamental and rational employee selection practices. The “best practice” is a perspective that emphasizes that many HR policies that also include the system of reward motivate the employees to work hard, while the “best fit” requires the managers to align the rewards with the strategic goals of the organization so that it may gain competitive advantage in the market (Morris and Maloney, n.d., p. 2). Many organizations do not make use of these practices and hence the performance of employees declines. There is dire need to take care of these matters along with making the selection procedure more reliable so that the difference between the expected and observed performance of the employees can be minimized. Analysis of interview as a selection tool: Although use of interview as a selection tool has been subjected to a lot of controversies in conventional recruitment practices, yet its efficiency as an assessment tool can not be denied. Particularly for the jobs in which assessment of an individual’s verbal and social skills are a critical factor, interview does the job efficiently. It helps the interviewer to make a sharp judgment not only of the candidate’s quickness of response, but also his/her fluency in the language demanded. In addition to estimating the candidate’s job related knowledge, the interviewer may also retrieve any supplementary information he/she may deem important in the context of a particular job. Likewise, the candidate may also ask the interviewing staff any questions that are influential upon his/her decision to join the organization. Hence, an interview is quite flexible in its structure and can be modified as required in an attempt to draw the best conclusions both for the interviewers and the candidate. Sometimes, the interviewer is able to improve the process of interview for the rest after having conducted it with the first candidate. Because of its open nature, existing staff interviewing a candidate face-to-face may well assess if he/she can adjust in the very culture of an organization. This reduces the verisimilitude of interpersonal conflicts in the organization after the candidate is hired. In addition to that, selection through interview is a cost effective process. However, ...Download file to see next pagesRead More
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