In Human Resource, the selection is nothing but picking the right person for a particular task having the expertise and knowledge (Mathis and Jackson, 2010).
Importance of Selection in HR
The importance of selection refers to recruit any candidate for a vacant position. This importance has a certain requirement for education, skills, knowledge and expertise for any industry to be fitting to the desired job. It is explicated by using two fundamentals of HR:
“As tough the criteria, easy to go.” Testing from every end at the time of selection, make understanding for a candidate to the required output by an industry.
“Wrong choice, hard to be educated.” The first mistake at the time of selection will always create problems to have a positive output.
Matching the need and culture
In the context of the organizational need to hire best man, the technicalities, and knowledge to do the job are very important. Individual has to be familiar with required attributes. When a discussion is made on the term of culture, many intellectuals described it as being trendy to the culture of the organization (Schmitt, 2012). Also to clarify the ability is not only the criteria but also fit the culture makes the perfect choice ("Hiring for cultural fit - Baker Brand Communications", 2016).
Authors like George and Scott described the need of organization is nothing but know how to do the work so that the targeted goals are attained by an individual. A familiarized culture when it comes to an individual is his or her ability to get into the way of working of any organization (Bohlander & Snell, 2010).
Process of developing questions
The basic idea of developing a question to select the best man must be relevancy to the desired attributes in a candidate. The process can be achieved with the existing worker/employee by knowing their job’s fulfillment activities. The current employees may play the key role in preparing the questionnaire. Being part of the need and culture, existing employees are familiar with the aspect and expectation. Sitting and taking them as a participant to design such questions make executives more flexible in achieving the targets of a workplace. They also become an example to the HR department to process and create key attributes for future hiring (Bates, 2008).
Types of Interviews
There are several types of interviews, out of them 3 types are:
Structural Interview
It is based on candidates’ last experience, learning, tasks etc. To know, how a candidate can handle the situation in case of problems. It has also two sub-types like situational and experienced. In Situational, how an individual reacted to the situation. In experience, what a candidate has done to the circumstance arise and can do in case of any future happening. The opposite of Structural interview is an unstructured interview, where the questions are all about the candidate’s vision and mission. These type of interviews are appropriate for both, hourly and specialist positions. For example, how a receptionist interact, can be checked through her communication, behavior, and interaction etc. For the specialist, how they act on any specific situations, how they fulfill the requirement to get better results for the organization.
Panel Interview
In this type of interview, the team of higher level personnel sits together including Human Resource Department members discuss before what to be asked and who in the team of the panel will ask questions. It is usually used in very big or multinational companies. Though it is advisable but it is appropriate for someone very professional otherwise it will never work for a general candidate. This is as stated, is for someone very professional and confident at any situation arise in the organization. It may be suitable for specialist positions than hourly positions.
Stress Interview
In this type, a live example is given to the candidate and he/she has to practically show the reactions to the given task etc. It may be appropriate in theoretical based, institution etc. but not everywhere or every organization, as every time it is not possible that a candidate may give the demo with perfection. A new environment may effect the candidate to deliver the desired result. A technical check is done with a candidate like engineers, technicians etc. It could be used for both positions hourly and specialist. For example, customer service representative can be checked by giving a live scenario. For the specialist, the technical test can be taken to know about the candidate and his way of using the required technicalities (O'Meara & Petzall, 2013).
Interview Questions
Hourly position
How informative, known about the organization applied for?
A candidate must have information about the organization where he or she applies. If a candidate is blank about the organization, wishing to join, give a sense of least bothered about the organization, its need, and culture.
Who motivates the most to be successful or like him?
Who usually is the hero or motivational personality in the candidate’s mind? It shows the information about professionals, known personalities, derives to the candidate.
Can give extra time to the organization, if required?
In case a candidate will be required to sit more time, so is he/she favorable or avoids being part of any urgency, extra efforts.
What are the qualities?
A candidate must have some quality to interpret his career. Quality makes a candidate more ease toward the required goal or extra effort to complete the task.
Specialty positions
What makes familiar to the organization and its culture?
A candidate must have the information about the credibility of an organization. It will give a candidate a knowledge plus requirement to deliver the standard rule of the organization.
What is Strength, Weakness, Opportunity, Threat (SWOT) analysis?
This analysis gives a candidate an idea about his own determinations toward the goal of his career and organizational goals too. So knowing about it makes an individual easy to tackle situations and his own abilities to face and solution to the problems if arise.
What is considered as leadership, and favorite leader (s)?
Every individual has a hero or personality whom he/she wants to be and who makes anyone follow anything to be successful. It gives a person’s thought about good and bad actions. Also, how do you handle situations keeping the personalities and being a leader, pioneers in their mind?
What is learning and behavior towards it?
A candidate has to go through with a step to know about the work, environment, and organization. If an individual is happy to learn, that means he or she has a thought about getting himself or herself into a position to upgrade, being successful, and approach toward the higher goals. Trying to learn may help in achieving organization’s goal and output by an individual. Machines are speechless, so one has to always operate them properly. This only makes operators attain desired goal or output from it (Cincotta, 2016).
References
Bates, M. (2008). Health Business Management (2nd ed., pp. 50-51). IL, USA: Human Kinetics.
Bohlander, G. & Snell, S. (2010). Managing Human Resources (15th ed., p. 255). Mason, OH: South-Western, Cengage Learning.
Cincotta, C. (2016). The 5 Must-Ask Interview Questions to Determine if Someone's a Fit.Entrepreneur.com. Retrieved 31 August 2016, from https://www.entrepreneur.com/article/238645
Hiring for cultural fit - Baker Brand Communications. (2016). Baker Brand Communications. Retrieved 31 August 2016, from http://www.bakerbrand.com/hiring-to-match-values-with-culture/
O'Meara, B. & Petzall, S. (2013). The Handbook of Strategic Recruitment and Selection: A Systems Approach (pp. 107-111). Bingley, UK: Emerald.
Schmitt, N. (2012). The Oxford handbook of personnel assessment and selection. New York: Oxford University Press.
