Learning Objective
Show Once you have developed your recruitment plan, recruited people, and now have plenty of people to choose from, you can begin the selection process. The selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening. Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management (HRM) is to define and guide managers in this process. Similar to the recruitment process discussed in Chapter 4 “Recruitment”, the selection process is expensive. The time for all involved in the hiring process to review résumés, weight the applications, and interview the best candidates takes away time (and costs money) that those individuals could spend on other activities. In addition, there are the costs of testing candidates and bringing them in from out of town for interviews. In fact, the US Department of Labor and Statistics estimates the combined direct and indirect cost of hiring someone new can reach upwards of $40,000 (Hamm, 2011). Because of the high cost, it is important to hire the right person from the beginning and ensure a fair selection process. For example, the Austin, Texas, fire department calculated it would cost $150,000 to reinterview candidates, after the interview questions were leaked to the public, giving some candidates possibly unfair advantages in the interview process1. Figure 5.1
Interviews can be nerve wracking. In this chapter, we will discuss what goes into making the best hiring decision. The selection process consists of five distinct aspects:
Figure 5.2 The Selection Process at a Glance
We will discuss each of these aspects in detail in this chapter. Fortune 500 FocusIn a 2010 interview (Bryant, 2010), Robert Selander, then CEO of MasterCard, cited presence as one of the most important aspects to acing an interview. He describes how, in any large organization, an employee will be expected to engage with a variety of stakeholders, from a member of Congress to a contractor replacing the carpet in the building. He says that a good employee—at any level of the organization—should be able to communicate well but also be able to communicate to a variety of stakeholders. We discuss communication in Chapter 9 “Successful Employee Communication”. Selander also says he will always ask the candidate about his or her weaknesses, but more importantly, how the candidate plans to address those weaknesses to make sure they do not become a barrier to success. He always asks the question “What can you do for us?” When asked if he could pose only one interview question, what would it be, his answer was, “Share with me two situations, work related that you are proud of, where something was achieved based on your own personal initiative and the other where the achievement was a result of the team getting something done that you could not have done alone.” In other words, Selander is looking for not only personal ability but the ability to work within a team to accomplish tasks. Selander offers advice to new college grads: try to find an organization where you can be involved and see all aspects of the business and be provided training to help you with certain skills that will be needed. Human Resource RecallWhen was the last time you interviewed for a job? Did the process seem to flow smoothly? Why or why not? Key Takeaways
Exercise
1KVUE News, “Re-Interview Process to Cost $150,000,” June 23, 2011, accessed August 2, 2011, http://www.kvue.com/news/local/AFD–124452379.html. ReferencesBryant, A., “The X Factor When Hiring? Call It Presence,” June 26, 2010, New York Times, accessed July 12, 2011, http://www.nytimes.com/2010/06/27/business/27corner.html?scp=1&sq=Selander&st=cse&pagewanted=1. Hamm, L., “Pre-Employment Testing,” IHD Corporation, n.d., accessed August 2, 2011, http://www.ihdcorp.com/articles-hr/pre-employment-testing.htm. How fair is the selection process?What is fairness in a selection process? Fair selection in recruitment must be objective, consistent, and non-discriminatory resulting in the best person being selected for the job. The selection process may involve shortlisting, selection tests such as psychometric testing, assessment centres and interviews.
What methods do you believe companies should use when they are hiring employees?10 Recruiting Strategies for Hiring Great Employees. Treat candidates like customers. ... . Use social media. ... . Implement an employee referral program. ... . Create compelling job descriptions. ... . Make use of sponsored jobs to stand out. ... . Check resumes posted online. ... . Consider past candidates. ... . Claim your Company Page.. Why fairness is important in selection process?A fair selection process is important because it contributes to a business' bottom line by adding credibility to the selecting official's decisions.
What methods ensure a fair and consistent hiring process?Fair hiring practices. Use inclusive language. ... . Implement a skill assessment. ... . Include blind hiring practices. ... . Use job-related selection criteria. ... . Gather diverse hiring teams. ... . Offer training on EEOC policies.. |