Selection Tools

Paper Summary:

This paper reviews and discusses the use of selection tools when hiring a new employee. According to the paper, the selection of tools is invariably dependent upon the position the human resource manager of the organization is seeking to fill. The paper focuses on a hiring program at a supermarket where the openings are at entry-level.

From the Paper:

"Instead, the manager should try to get to know the employee, a sense of who he or she is as a person. Also, the advantage of a face-to-face interview is that the applicant can receive a brief tour of the premises where he or she would like to work. Seeing how the applicant reacts to the vast space of a warehouse, the busy nature of a supermarket filled with customers eager to check out with their purchases, or how he or she interacts with people in general is best assessed face-to-face rather than over the phone or on paper. If desired, the applicant could also be asked to 'try out' some of the basic tasks of the job--for example, can a stockroom man or woman lift the heavier boxes, as required by the job, or could the new bakery employee maneuver him or herself around the cramped area of this area of the store. This would also be an excellent time to assess the motivation of a candidate--is the candidate not only capable, but interested in actively listening as to how to do and then try out some of these occupational tasks?"

Sample of Sources Used:

• Litvin, Janice Schooler. (11 Nov 1996). "Tough Interview Questions and the Answers Managers Want." Retrieved 10 Jan 2007 at http://www.microsearchsf.com/intrvucw.htm
• "'Synthetic Validity': Selection Tool Could Revolutionize Hiring, Online Dating." (8 Mar 2006). Science Daily. Retrieved 10 Jan 2007 at http://www.sciencedaily.com/releases/2006/03/060308085903.htm

More papers on Selection Tools:

• Analytical Essay # 118126 : "Hiring Selection Tools"
• Term Paper # 52253 : "Staffing Practices and Selection Tools"
• Essay # 72409 : "Staffing Practices and Selection Tools"

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