JOB SELECTION AND PLACEMENT

How do you know if you picked the right candidate for a job? You may not know the answer immediately . . . but if the candidate does not work out -- you will see another job order posted because an unhappy employee left the firm, either on his own or because he was asked to leave. Think about all of the wasted resources! And now the process will begin again. Selecting and placing applicants is a very intense process. - and germane to the HR function In this chapter, you will read about a variety of topics ranging from psychological and literacy testing, the legality of having applicants take polygraphs, discussing screening and interviewing techniques to the efficacy of using computers in the selection process. Another important area to focus on is the questioning techniques used in the interview process. Asking the right question at just the right time, is an acquired skill. This chapter presents a wealth of information! So let's begin at the top and work our way down. Selection is defined as the process of choosing qualified individuals to fill jobs in your organization. (I love the way definitions are always so succinct. They make the process sound so doable, don't they!?) They go on to discuss placement as the process of fitting the right person to the right job. As you read the chapter think about the associated issues to the selection and placement processes presented by your text authors. What is the most important concept or skill you will take away from Chapter 8? Why is that? Part two....please think about the various interview types described in your text: Behavioral, Situational, Nondirective, and Stress interviews. I can tell you that I need to be in a very special frame of mind to do well on the nondirective interview. I don't handle the lack of structure very well - and I'm better than I used to be! Do you have any experiences with any of these types of interviews that you would like to relate? Is there one interview that you believe you would not like to take? Why or why not? As a follow-on question, under what circumstances would you use the various interview types?