DQ WK3 Two
DQ WK3 Two
The development of a selection standard is important because it is a critical tool for organizational consultants in the selection process. The criteria’s primary objective is to guide the consultants determine the candidates that qualify for the position available. The selection standards must be determined before the advertisement of a vacancy. The criteria should be clearly defined and have relevancy to the position. This will make it easy to evaluate candidates because it is defensible, understandable and in alignment with the needs of the department or organization (Schultz & Schultz, 2010).
Skills
They are performance skills an individual can use off or on the job such as their oral and written communication, persistence, analytical capacity and assertiveness. Technical skills specific to a certain job such as graduate teaching experience, supervisory expertise, research methodology and computer programming form an important criterion. The skills usually vary from one position to another (Schultz & Schultz, 2010).
Knowledge
Knowledge is used as a selection system development standard because it helps identify the best candidates for a job based on their qualification. Knowledge requirements differ in different jobs hence; specification of the required knowledge helps narrow down the selection process to a set of competent individuals (Schultz & Schultz, 2010).
Abilities
Other standards used by consultants in selection criteria development are the ability to be team players, affirmative action objectives, flexibility and creativity in the adaptation to new or challenging environments type, length of experience in relation to the vacant position, leadership ability among subordinates and peers and any other unique ideas or experiences that an individual can bring to the organization (Schultz & Schultz, 2005).
Schultz, D. P., & Schultz, S. E. (2010). Psychology and Work Today. An Introduction to Industrial and Organizational Psychology. New York: Pearson Education.
