Application blanks can be a useful initial screening tool for jobs that require some type of professional certification. In this way, the application blank can eliminate the need for subsequent interviews to gather this information. This makes the selection process far more efficient, first, by reducing the number of applicants that need to be interviewed and, second, by allowing interviewers to focus on other kinds of information (e. G. Personality, communication skills etc) that are perhaps more difficult to obtain. Step 2: Employment Interview
Other than application blanks, the interview is definitely the selection technique most often encountered by persons applying for a job. Because interviews are so widely used to select new employees, they must maximize their potential for identifying qualified persons. Two strategies for making the most out of an interview are (1) structuring the interview to be reliable and valid, and (2) training managers to use the best available interviewing techniques. Step 3: Employment Tests A technique that some organizations use to aid their selection decisions is the employment test.
An employment test is a mechanism that attempts to measure certain characteristics of individuals. These characteristics range from aptitudes, such as manual dexterity, to intelligence to personality. Step 4: Reference Checks and Recommendations If you have ever applied for a job, you were probably asked to provide a list of people whom the organization could contact to get information about you. These references might have been work-related (such as a former supervisor or co-worker), or they might have been personal (such as friends, clergy, or Emily members).
In either case, to the extent that you could, you provided the organization with a list o people who you believed would generally speak favorably about you. Step 5: Selection Decision At this point, the hiring manager needs to decide which of these finalists should receive the offer of employment. In general, the offer is extended to the individual who seems to represent the best fit for the job and the organization. There are two major approaches used by organizations to arrive at the selection session: the multiple-hurdle approach and compensatory model.
The multiple- hurdle approach is the process of reaching a selection decision by requiring job candidates to meet basic minimum requirements on each stage of the process. In order to be a finalist, a candidate would have to pass every hurdle in the selection process. Alternatively, organizations can use a compensatory model in which the selection Step 6: Physical Examination Careful adherence to the Americans with Disabilities Act indicates that physical examinations can be used to screen out unqualified individuals but generally should be required only after a conditional offer of employment has been made.
However, if an organization is going to use such examinations, all individuals who are conditionally offered employment should be required to have one. These requirements do not mean that an organization must hire an individual with a disability if that person cannot perform the essential functions of the job. They do, however, help to protect the rights of individuals with disabilities with are required.