Employee Selection Process Analysis

In the employee selection process organizations use different techniques to test and predict potential job performance. An employee’s past performance in other positions is a good indicator of future job performance. During the hiring process applicants provide information as verification that the individual is suitable for the position. Employers are able to predict employee performance by requiring a minimum level of education or training to be hired in the organization. Within the text, it states that resumes, references and other letters of recommendations are reliable information for a company to consider an applicant (Aamodt, 2013, p. 160). Studies have shown that educated employees are more likely to offer organizational success than …show more content…
The Biodata does not variables such as personality traits, hobbies, or ability. Advantages to Mael’s historical definition of biodata are the accuracy and provides a representative review for employee selection. In the hiring process, an employer may choose to use the biodata because it can predict data for a variety of criteria such as employee sales, tenure, absenteeism, and supervisor evaluations. This tool is easy to administer through the two options of a questionnaire or file approach. These two approaches are opposite from each other, one obtains files through previous schools or work experiences. While the questionnaire approach administers a biographical questionnaire to the applicants. Based on the gathered information, the employees are separated into two “criterion groups” to distinguish the information the company is researching regardless of the measured used. The differentiations within the group are in measured in regards to higher and lower weights. Items are related to the weights. A single biodata item has little value, through the whole the data provides powerful indications of performance and job behavior. Some critiques to the biodata approach are there are concerns that an employee or potential applicant may give false …show more content…
Though these indications are not conclusive, this relates to how the biodata may be a good instrument to gain insight in individuals past to look at personality and environmental factors. Furthermore, it shows that looking solely at pre-performance tests it may hinder a company from looking holistically at their applicants. No test can be a perfect selection process and organizations use these test as an addition to make their final decisions on an employee or applicant. Companies that are committed to diversity and inclusive practices tend to support underestimated applicants and they tend to outperform their peers (Regina Hartley, 2015). Looking at leaders having a long filtration and selection process may be helpful in picking the best candidate for the position. In other instances not having a long infiltration process may be beneficial because it may be considered an outlier. There are much more wrong answers than right