Reflection on Employee Selection Paper Example

In designing the selection system for employees, decisions have to be made on the criteria of creating and implementing the requirements for selection of a successful employee as discussed before. It is, however, crucial that analysis of the on-the-job suitability of the selected candidate is done to evaluate the correctness of decisions made during the selection process. In the case of hiring a bank teller, for example, using the non-compensatory approach, we established cutoffs for the selection of a candidate based on their qualifications. Now that we already have an employee, the assessment was done after a period to determine how good the hire was. The most crucial part and decisions in the exercise lie in the way an employee's performance is evaluated to determine their effectiveness in the job they are hired to do. This, as explained, can be done through disparate impact and treatment discrimination. Assessing the accuracy of the entire decision making process is however the most critical as it allows the designer of the system to go back to the drawing board and assess where the selection process might have gone wrong and thus take necessary measures to ensure that subsequent employee selection and hiring process is more effective.

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Thinking back on my previous work experience, I can say that the employer probably took an employee selection approach before and after the selection. This view is based on the level of competitiveness of the company, which had strict employee recruitment policies and also followed an on-the-job employee assessment on a quarterly interval to determine the individual's productivity and efficiency in performing their tasks. The company often chose a non-compensatory selection strategy since they were very specific in their minimal qualifications for selection as well as the compensation for the successful candidate.

On the effectiveness of the organization in hiring its employees, my personal opinion will be that they mostly were. The reason for this is that throughout my two-year stay with the organization, it mostly witnessed growth and recorded improving gains and minimal losses in the business. This I would accord with the efficiency of the workers. Within two years, for example, the company had added over ten more employees to their organization to cater for the growth and demand for their goods and services in the market, which was facilitated by the hired employees. Also, despite the high hiring rate, very few of the employed staff quit their positions or got fired within the two years and those who did also quit mostly for personal rather than work-related reasons. This is an indication that their approach was effective.

The employee selection approach has many advantages as well as disadvantages. While it allows the employer to hire the best possible candidate for the position offered, it also gives an opportunity to the best candidate to present their skills and thus enhancing competitiveness in the job market. One disadvantage, however, is that biases and mistakes in decision making done in the initial stages of the process could prove costly to the employer in the long run.

Conclusion

After reflecting on this exercise, I would recommend that the process should be adopted for virtually any job since it is beneficial to both the employer and the employee and thus producing a symbiotic relationship in the business market and enhancing fair competition.