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Best evaluative approach for the employment selection process

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Consider the best evaluative approach to be used for the employment selection process. Consider interviewing techniques, tests and other selection processes and techniques that can be used to determine the best candidate. Identify how to develop the selection criteria and then how to ensure that the candidate meets the standard of those criteria.

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Employers must determine if the employee is an organizational fit with the company. Resumes and applications are no longer the only criteria for employment. Employers must work towards preventing a high turnaround and work towards a cost effective methods of recruiting and retaining employees. Employees should be hired based on the following criteria:

? Interpersonal skills
? Effective communication
? Personality traits
? Knowledge and skill sets
? Potential for leadership

Consequently, the aforementioned traits cannot be identified on resumes and applications for the reason that those documents can be falsified or fabricated if the prospect is an unworthy applicant. One of the most effective methods of screening applicants may include incorporating background checks on prospective candidates. A background check would show employers if the candidate is responsible and whether or not they have been convicted of a felony and if so, what type of felony they were charged with. Although, the law prohibits an employer from not hiring someone based on prior convictions, a background check assists employers in the decision making process. Employers also use background checks as a means to determine future employment based on the applicants previous credit history. Most employers would not hire an applicant with a poor ...

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The best evaluative approach for the employment selection process is examined.

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Recruitment and Selection Strategies in HRM

Select a job for which as a HR practitioner, you may be required to hire an employee. You must be able to obtain at least the position description and person specification for this job. It could be a job, one you have found on an internet site; or one you have discussed with someone working in a particular organization. It is important you can access sufficient detail about the job to be able to prepare this assignment properly. The advertisement for the position should not be any more than six month old. (Job position must be in Australia)

Hint: if you choose a job from a newspaper or recruitment website, you can usually obtain job descriptions and person specifications from the organization or the recruitment firm. Government and semi-government organizations usually supply this information as part of the recruitment package.

Based on the information you have about the job, address the following issues:
Part A-Recruitment strategy
 Identify and list the key selection criteria you would consider for the position; either from the person specification, or from your interpretation of the documentation you have been provided (i.e. some will detail specifically the key selection criteria for the position; others will simply provide a list of required knowledge, skills and abilities).
 Describe and justify the methods you would use to recruit an appropriate pool of applicants.
Part B-Selection strategy
 Assuming you have a pool of potentially suitable short-listed applicants, describe and justify the selection methods you would use to identify the most suitable applicant.
Appendix: you must attach the job advertisement (including date of advertising), the job description and the person specification (sometimes referred to as job specification) for the position.

Report format (excluding report front matter, reference list and appendices). Harvard reference style, at least 15 references; all references must be academic journals. The report should include an effective introduction and conclusion; an executive summary of no more than one page to preface the report; and a table of contents to give guidance to the reader.

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