Selection Tool Evaluation Essay Example | Topics and Well Written Essays - 1250 words

Selection Tool Evaluation - rise ExampleThe paper below discusses the relevance of audience as a form of extract prick in organizational personnel management with quality to Changing Minds article on a selection system that works. The discussion will focus on general information and exercise of the process, factors considered when undertaking it, psychometric properties, advantages, limitations and conclusion. General Information and Applicability Selection interview is a significant selection tool that assesses a nominees suitability for a post. It involves a personnel selector interacting with a medical prognosis to determine whether he/she is interested in the stipulated post and is competent for the obligation (Changing Minds 5). An interview describes the think over requirements to the expectations. Interviews set expectations on both parties involved in the process and allow discussion on both potential challenges that may arise. This enables the candidates to decide whether they want the obligation or non. According to the article, proper interviewing and conduction of reference checks save an organization the agony of dealing with future consequences related to poor personnel selection. The main objectives of an interview are assessment of candidates suitability, providing information on obligation requirement to the candidate and presenting the determine of the company to the applicant. Factors Considered During An Interview Process Past Behavior. The candidates past demeanor enables the interviewer to predict whether the candidate will contribute to the growth of an organization or not. Behavior assessment is significant in ensuring that the candidate measure up to the ethical standards of organization (Changing Minds 10). Past behavior is crucial in positions that require higher(prenominal) authority, for instance, managerial and supervisory positions. This is because behavior affects the decisions made. Some of questions that an intervi ewer can use to predict interviewees past behavior are if I spoke to your previous boss, which are some of the areas he can recommend procession? Tell me about your strengths? Describe an experience where you had to deal with a difficult customer or you put the cashiers safe open with no one else in the office? Past Experience. Candidates with a wide experience on the job will deliver more efficiently compared to in experient ones. Hiring experienced candidates saves the organization the training costs as the hired candidates already possess the required skills. Information on past experience helps to signal the possible future performance. This helps the interviewer to decide on the suitability of the post. This measure is applicable in all job positions in most contemporary organizations (Changing Minds 10). Most contemporary organizations bank on the experience factor when selecting new staff. Interviewers Intuition. The opinion of the interviewer with reference to the first im pression created by the candidate may be used to predict the suitability of the interviewee in relation to job qualification. However, perception should not conclude the candidates suitability as the first impression may be deceiving. entire results on the candidates suitability are portrayed by a combination of the someone traits obtained during the full process (Changing Minds 2). Organizations that the interviewers perception to determine the right candidates may experience future challenges