Mid Term

Tom Mullen Oct 22, 2009

Question # 11

Part A: Outline a selection process that would be effective in hiring for both a person-job fit and a person-organization fit. Briefly explain the importance of each of your steps toward attaining an effective selection procedure.

1.  Build effective Job Descriptions that clearly define the required knowledge, skills and abilities (KSA) needed for the position.

2.  Use structured Interviews

3.  Administer job relevant tests during the selection process that measure the applicants following:

  1. KSA level
  2. Attitude and expectation toward work in general and the company specifically
  3. Personality

Part B: List and explain two potential benefits and two potential problems associated with hiring for a person-organization fit.

According to the article “Hiring for the Organization, Not the Job”, the following are two benefits and problems of hiring a person-organization fit:

  1. Benefits
  2. Greater Job Satisfaction and organizational commitment
  3. Better Job Performance; Lower absenteeism and turnover.
  4. Problems
  5. It a more expensive and time consuming process
  6. Individual stress levels are greater
  7. Lack of organizational adaption by the candidates
  8. See Ex 2 on page 45-46 of article for more).

Question # 12

Many organizations utilize a selection procedure comprised of screening an application blank/resume, conducting an interview or two (often unstructured) and then conducting a reference check. Is such a procedure likely to result in selecting excellent candidates? Explain why or why not? What other selection techniques might be used to better predict job performance? Be sure to provide the relative validity of various selection techniques to support your contentions.

According to “Hiring for the Organization, Not the Job”, No, screening resumes, 1 or 2 interviews and a reference check will not result in selecting an excellent candidate. An effective approach would include the following:

  1. A well designed job description complete with required Knowledge, Skills and Abilities (KSA) necessary to effectively perform the job.
  2. Structured interviews that better measure all candidates performance.
  3. Administer job relevant tests during the selection process that measure the applicants following:
  4. KSA level
  5. Attitude and expectation toward work in general and the company specifically
  6. Personality