Hiring and Selection Tools

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Please see response attached for best formating (also presented in part below). I hope this helps and take care.

1. Name three selection tools that you would consider using for a hiring program at a supermarket.

First, you will need to consider the specific abilities and skills you want to measure e.g. job requirements and abilities for working in the supermarket. Once you the specific abilities and skills you want to measure, it will be easier to choose the selection tool that is the BEST tool for your hiring needs.

Research suggests, for example, that a comprehensive assessment shows a more holistic view of the applicant and decreases potential biases (and is therefore a more fair and ethical process) (i.e., behavioral measure, personality test, interview, for example). However, the company also needs to consider time and resources into the equation when deciding what tool is a best fit for it. Below are several testing systems with the advantages and disadvantages listed for each type of selection tool (sometimes referred to as tests). This will make it easy for you to make your comparisons across different tests (by looking at the associated advantages and disadvantages of each test) and then decide which one is most legitimate given the unique characteristics of a supermarket. Is cognitive ability important, for example? (Cognitive assessment tool) Is personality important in order to get along with the customers, for example? (e.g., Interview looking for people skills, personality assessment tool, etc.). However, personality test, for example, is not to be used alone but in conjunction with other measures, say as in conjunction with the face-to-face interview.

As we go through the following resource, let's pay close attention to the advantages and disadvantages of each measure while thinking about the skills and abilities that are required to work in a supermarket. The better the match, the more likely it is the most effective selection tool. The following three selection tools (Interview, Personality, and Cognitive) are discussed, including a description of what each tool is, what it measures, the advantages and disadvantage, tips for administering, and a summary of the main points for each applicant tool. Then, we look at some new technological innovations in Internet testing for your consideration.

Example: Three Selection Tools (excerpt)

1. Interviews: A selection procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries.

Advantages
· Useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job
· Interviewer can obtain supplementary information
· Used to appraise candidates' verbal fluency
· can assess the applicant's job knowledge
· can be used for selection among equally qualified applicants
· Enables the supervisor and/or co-workers to determine if there is compatibility between the applicant and the employees
· Allows the applicant to ask questions that may reveal additional information useful for making a selection decision
· The interview may be modified as needed to gather important information

Disadvantages
· Subjective evaluations are made
· Decisions tend to be made within the first few minutes of the interview with the remainder of the interview used to validate or justify the original decision
· Interviewers form stereotypes concerning the characteristics required for success on the job
· Research has shown disproportionate rates of selection between minority and non-minority members using interviews
· Negative information seems to be given more weight
· Not much evidence of validity of the selection procedure

Source: http://www.hr-guide.com/data/G311.htm.

2. Personality Tests: A selection procedure measures the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.

Advantages
· Can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization
· Can reveal more information about applicant's abilities and interests
· Can identify interpersonal traits that may be needed for certain jobs

Disadvantages

· Difficult to measure personality traits that may not be well defined
· Applicant's training and ...