Interviews and selection processes of job applicants
are essential parts in an organization because they help in employing only
those applicants that fully meet the requirements of the vacant jobs (Williams,
2011). The job applicants are evaluated to determine their suitability in the positions
they hold. When I was selected to work in the USAF, evaluation methods that I
was subjected to included intelligence and cognitive test. The test measures
the applicant’s capacity of learning, the ability to reason verbally as well as
comprehension. I was also evaluated using the test of achievement, which
measures the level of an applicant’s knowledge within scholastic skills and
subjects learnt in school. However, these methods were associated with biasness,
where people were not treated equally based on their qualifications; females
were favored. Another problem is the few evaluators that were evaluating the
many applicants. I would suggest that the company invests more in the
evaluation sector through employing more employees to carry out the evaluation
of job applicants. I would also suggest that both the males and the females to
be treated equally to create a good reputation in the future.
Conducting a background investigation for a job is
significant because it helps an applicant to identify the requirements needed. With
the requirements, an applicant will compare his qualifications with those
needed to occupy a certain job (Gatewood, Feild & Barrick, 2011). The
intelligence and cognitive test as well as the achievement test are reliable
and valid because they are the key foundation of the performance of the applicant.
They are the main elements in the capabilities of the applicant, which
determine the performance to be realized. Other factors just complement them. Metrics used to evaluate costs, selection,
acceptance and yield rate include profitability, number of vacant job
positions, qualifications and number of customers served respectively (Montana
& Charnov, 2008). I would recommend to my organization to add more methods
of evaluating job applicants to ensure that thorough screening is done. To
implement the recommendation, the management will have to factor in some extra
costs, which may not be available. The organization may risk its financial
status through factoring in these costs. For instance, an organization may put
more efforts in evaluating job applicants but due to financial constraints, it
could neglect other significant areas.
R. D., Feild, H. S., & Barrick, M. R. (2011). Human resource selection.
Mason, OH: South-Western, Cengage Learning.
C. (2011). Management. Mason, OH: South-Western Cengage Learning.
P. J., & Charnov, B. H. (2008). Management. Hauppauge, NY: Barron’s
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