Personnel Selection Process Essay

The minimum scores provided a good basis to screen out Pierro from our hiring process (Appendix H). He did not receive the minimum score on any of our selection tools, thus we spent our time comparing and contrasting the two candidates that did make the minimum requirements, Kelemu and Zahra. If we had disregarded the cognitive ability test and the interview and just went off of the reliable and valid reference sheet, Zahra would actually have been awarded the FOH Manager position as she got the higher score from Cherwinski. At the time though, we made our decisions based off of the final scores of our selection tools whether or not they were valid or reliable. For that reason, Kelemu was chosen for the position of FOH Manager.

We will be organising some tests and exercises, interviews and group interviews to see how people work together there will be attitude test, interest’s tests, and personality tests the objective of this will be to make sure we fill the roles with the rightly skilled

This test is used eliminates candidates potential to use mental processes to solve work-related problems. Validity test is a general cognitive test that is good predictors if the candidate is able to perform the job; however, more complex jobs the better test results the tester will have. This test has demonstrated to produce many valid outcomes such as performance and successful training as well as predict job performance for complex jobs. One of the disadvantages to this type of test is that it is time consuming to develop if not purchased off of the

In conclusion, the goal of using these measures is to create a more rigorous hiring process that specifically

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

As the Sheriff’s Office continues to evaluate the corresponding issues surrounding recruitment and retention of staff, an area for further consideration is the development and implementation of a career path. While this phrase or topic has taken center stage numerous times, little, if any significant or meaningful attention or planning has been allocated to it. As the Sheriff’s Office has a multitude of career options available to staff, it would greatly behoove the Sheriff’s Office to make this a focal point in recruiting and retention of staff.

How do the results of the background check influence your decision to hire the applicant? Do you still hire the applicant, despite the

How to avoid the repercussions of negligent hiring (Anonymous, October 2006) mainly tries to help employers avoid successful lawsuits by avoiding hiring the wrong person in the first place. In the article, the "wrong person" is defined as a violent person or a person whose criminal background can affect his/her work, particularly if the person does not reveal that criminal background. If the wrong person is hired, the employer could be sued by the employee or by other people who have to deal with that employee, and litigation for negligent hiring of the wrong person is an area of employment litigation that is growing fast. If an employer is sued for negligence, win or lose, the employer will have to go through litigation, pay attorney's fees and risk negative publicity; consequently, the ideal is to avoid the suit completely.

The advantages of relying on tests or assessments to select the best job candidate is highly dependent of whether or not the assessment measures the most influential business outcomes for the company doing the hiring. It is important to remember that evaluating candidates is not the primary goal when using assessments. Improving performance outcomes of employees is the ultimate goal of choosing and using the most effective assessment. Companies are in business to increase their bottom line. Learning about their potential employees and

Employers also have the right to ensure that any potential candidate does not have anything in their past that could potentially harm the business or the safety of any other employees. Greenberg (2013) states that… “figures from the Justice Department Bureau of Justice Statistic Workplace Violence, 1993-2009, as many as 572,000 non-fatal crimes occurred in the American workplace in a single year” (par 4). In many of these cases the violence could have been prevented by conducting a background

When giving this case, allow for some initial planning and brainstorming by the candidate, but then firmly take control of each of the “modules” described below. Try to move the candidate along through each of them, since in the actual interview only those candidates that complete all of the sections will be considered to have done well. This case tests mental horsepower and the ability to move to conclusions quickly.

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

“Harrison Corporation, a U.S.-based corporation with business units in Europe and South America, has recently decided to create a business unit focusing on expansion into Central America. As a low-cost producer of discount office supply products, the company will continue producing products at the existing facilities, or purchased from existing suppliers. This unit primarily focuses on marketing and delivery of products to two groups of customers: corporate customers, retail, and consumers.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in