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Employee Selection Proposal UMUC Europe/Asia Alison Stewart

Employee Selection Proposal UMUC Europe/Asia Alison Stewart. Proposal Goal. Our firm must seek out the most highly qualified job candidates by narrowing down the top resumes, schedule general mental ability (GMA) tests, and arrange for job interviews accordingly.

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Employee Selection Proposal UMUC Europe/Asia Alison Stewart

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  1. Employee Selection ProposalUMUC Europe/AsiaAlison Stewart

  2. Proposal Goal Our firm must seek out the most highly qualified job candidates by narrowing down the top resumes, schedule general mental ability (GMA) tests, and arrange for job interviews accordingly.

  3. General Mental Ability (GMA) Tests • Reliability of GMA is that they are thorough and can show validity in how well candidates will perform at their jobs. • GMA Tests have “been found to be the single best predictor of job performance across all organizations and positions” (Performance Group, 2007)

  4. Advantages & Disadvantages of GMA Tests • Advantages: • Measure aptitude & mental capacity • Help predict future performance • Ability to plan, problem solve, think • Universal and can be used for any job position • Disadvantages: • Controversial • Discriminate • Bring on legal problems

  5. Metrics of successful GMA tests: • Measured by: • Number of candidates that are selected for an interview • Diversity of candidates that are selected for an interview • Program goals: • To select the best possible candidates to be interviewed • Not be discriminatory • Keep costs at a minimal

  6. Job Interview • Reliability of using a job interview is to validate the candidates resume/application with the questions used in the job interview. • Structured interview: • Collect and rate applicants information • Use test results, previous experience, letters of recommendation to clear up any question you have about their ability (Bernardin& Russell)

  7. Advantages & Disadvantages of a job interview • Advantages: • Obtain information about personality, opinions, and perceptions • Opportunity to ask detailed questions • Clarify any doubts or uncertainties we might have (Evalued, 2006) • Disadvantages: • Costly • Time consuming • Each interviewer interprets information differently

  8. Metrics of a successful job interview: • Measured by: • Amount of candidates that qualified for a job interview • Number of candidates selected for the job • Program goals: • Reduce costs • Strong marketing for job opening • Stronger applicant pool to interview • Cutting candidate selection down to most qualified

  9. I Strongly Recommend this approach: • GMA tests will help select the best candidates for interviews • Interviews will help weed out those that won’t fit on our team • The advantages of this approach will help save time and money in selecting the most qualified for the job

  10. Conclusion: Combined approach • Recommend the Combined Approach mixing GMA Testing and Job Interviewing: • Qualified Applicants GMA Testing • GMA Testing Interview Pool • Interview Pool Quality Hires • This method will result in: • New hires that require little to no training • Dedicated and highly skilled employees • Team players who are loyal and trustworthy

  11. References: • Bernardin, H. J., & Russell, J. E. (2013). Human Resource Management: An Experiential Approach (6th ed.). New York, NY: McGraw Hill. • Evalued. (2006). Interviews. Retrieved from http://www.evalued.bcu.ac.uk/tutorial/4c.htm • Performance Group. (2007). What is General Mental Ability? Retrieved from http://www.performancegroup.co.nz/gma.html

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