2. Selection Tools
2.1. Reliable and Valid Selection Tools
After recruiting potential job candidates, the process of selection comes into play. In Human Resources, selection is a good predictor of how that department is doing, as it is their responsibility to hire the applicants that fit best with the company (Gomez, Balkin & Cardy, 2016, p. 179). If associates do not feel that they enjoy their job or fit well within the company, they may be less likely to stay. For this reason, good selection procedures are crucial to help decrease turnover, in turn lowering the high costs associated. This process measures candidates’ attributes in respect to a job description, ultimately creating a score that determines if this applicant will get the …show more content…
In a manager role it is imperative that a protege can communicate effectively. In this case, we would use an English ability test that sums up a score based on that ability. As interviews will likely only last thirty minutes, this test cannot take up a lot of time. Only a few questions should be asked, and the rest of the English ability test should be taken throughout the entire interview. It should be based on amount of mistakes made, or amount of times the hiring team has to repeat something. The reason these tests are so important is that those with higher general knowledge tend to learn faster and can adapt quicker to change (Gomez, Balkin & Cardy, 2016, p. 181). This ability test is one measure of an applicant’s general knowledge. Human Resource departments of course want to hire the best employee for the job; not doing so could lead to an overwhelmed employee. Especially in the case of a CFaSST student, the HR department should make sure to hire someone who would be comfortable in a position that requires these mental …show more content…
The exact wording for the test can be found in Appendix E. These directions will have the applicant go into Beans Coffee Shop and introduce themselves to the barista working. They will ask the barista some questions and then they will return to the interview room. The hiring team will shadow the candidate and assess their performance. Some key areas in which the applicant will be assessed will be in regards to their attention to detail. This is one of the major KSA’s that the hiring team will be looking for in the selection process. The questions that will be asked of the applicant assesses their attention to detail. One example is asking the applicant what the barista’s name was and what color hair they had. These detail-oriented questions are rated on a 1 to 5 scale with 5 points being that the applicant answered all follow up questions, if referring to the example. This test will help the hiring team to understand if the applicant adequately comprehends directions in English. The cognitive ability rating sheet can be found in Appendix
2.1. Reliable and Valid Selection Tools
After recruiting potential job candidates, the process of selection comes into play. In Human Resources, selection is a good predictor of how that department is doing, as it is their responsibility to hire the applicants that fit best with the company (Gomez, Balkin & Cardy, 2016, p. 179). If associates do not feel that they enjoy their job or fit well within the company, they may be less likely to stay. For this reason, good selection procedures are crucial to help decrease turnover, in turn lowering the high costs associated. This process measures candidates’ attributes in respect to a job description, ultimately creating a score that determines if this applicant will get the …show more content…
In a manager role it is imperative that a protege can communicate effectively. In this case, we would use an English ability test that sums up a score based on that ability. As interviews will likely only last thirty minutes, this test cannot take up a lot of time. Only a few questions should be asked, and the rest of the English ability test should be taken throughout the entire interview. It should be based on amount of mistakes made, or amount of times the hiring team has to repeat something. The reason these tests are so important is that those with higher general knowledge tend to learn faster and can adapt quicker to change (Gomez, Balkin & Cardy, 2016, p. 181). This ability test is one measure of an applicant’s general knowledge. Human Resource departments of course want to hire the best employee for the job; not doing so could lead to an overwhelmed employee. Especially in the case of a CFaSST student, the HR department should make sure to hire someone who would be comfortable in a position that requires these mental …show more content…
The exact wording for the test can be found in Appendix E. These directions will have the applicant go into Beans Coffee Shop and introduce themselves to the barista working. They will ask the barista some questions and then they will return to the interview room. The hiring team will shadow the candidate and assess their performance. Some key areas in which the applicant will be assessed will be in regards to their attention to detail. This is one of the major KSA’s that the hiring team will be looking for in the selection process. The questions that will be asked of the applicant assesses their attention to detail. One example is asking the applicant what the barista’s name was and what color hair they had. These detail-oriented questions are rated on a 1 to 5 scale with 5 points being that the applicant answered all follow up questions, if referring to the example. This test will help the hiring team to understand if the applicant adequately comprehends directions in English. The cognitive ability rating sheet can be found in Appendix