Verified Document

Recruitment And Selection Process In Interviewing Anyone Essay

Recruitment and Selection Process in Interviewing Anyone who has ever hired an employee -- or, for that matter, anyone who has ever been hired for a job -- is aware of the fact that there is often a very poor fit between the newly hired person and the job. This is often true despite the best efforts of the person tasked with the hiring, and despite careful consideration of past employment records, the training and education of the worker, recommendations, background checks, and various tests that may be given to the person during the interview process.

People hired for jobs for which they are not suitable cause a number of problems for the company, which may well invest a considerable amount of resources in the person hoping to correct the problems that arise from a...

Parts of this document are hidden

View Full Document
svg-one

The company will also see lowered productivity in terms of efficiency while the employee is trying to do a job that s/he is not in fact well suited to. Other workers may also be less efficient or productive because of the tension caused in a company by having someone who is perceived as not pulling her or his wait or who is clearly unhappy at having a position that does not suit her or him.
There is also the fact that a person not suited to a position will in nearly all cased suffer from that ill-fittingness, experiencing feelings of incompetence and anger as well as possible depression. Such feelings can spread throughout…

Sources used in this document:
The solution to such problems -- for both the company and the applicant -- is to put into place a hiring system that facilitates the best possible fit between the needs of an employer and the strengths that an applicant can bring to the position. This paper examines one of those techniques, that of the one-on-one interview. This technique can also be used in other forums, including a range of scholarly work, for its purpose -- to fit a person about whom an interviewer knows relatively little into a position that is significant to the interviewer -- is a highly useful one in a number of circumstances.

This interviewing technique is generally referred to as the recruitment and selection technique, and both of these aspects of the process are equally important. The general utility of a method that successfully targets the best possible employee is described by Schmidt and Hunter (1998):

From the point-of-view of practical value, the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job-related learning (such as amount of learning in training and development programs), and other criteria. The predictive validity coefficient is directly proportional to the practical economic value (utility) of the assessment method & #8230;. Use of hiring methods with increased predictive validity leads to substantial increases in employee performance as measured in percentage increases in output, increased monetary value of output, and increased learning of job-related skills (p. 262).
Cite this Document:
Copy Bibliography Citation

Sign Up for Unlimited Study Help

Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.

Get Started Now