Describe the various methods that can be used for selecting the right person for a particular job opening.

Question

What will be an ideal response?

Answer 1

The selection process involves, (1) gathering information about the applicant, (2) making a job offer and (3) orienting the new employee.
Gathering Information: Many people applying for a job will not be qualified, so employers must try to find out all they can about what the applicants can-and cannot-do. In general, what a person has done in the past best indicates future performance. Employers must be very careful when they perform any preemployment or employee testing, to make sure that the procedures and instruments used are valid. They must make sure that what they are testing relates or corresponds to actual performance on the job. Validity is not only important in the selection procedure but also can become a very important measure in defense of discrimination allegations in court.
The amount of information an employer needs to know about an applicant depends on the type of employee being recruited.
Employers should do some form of preliminary screening of applicants early in the selection procedure. This can be done in a formal interview or informally through reviewing a candidate's application form, letter, résumé, or other submitted material. They should look for such obvious factors as voice, physical appearance, personal grooming, educational qualifications, training, and experience. Many applicants are eliminated at this stage for reasons such as inappropriate dress, attitude, education, or experience.
Applicants who have survived the procedure this far are often subjected to an in-depth interview at this time. Sometimes called a preemployment or diagnostic interview, its purpose is to probe the applicant's character, motivation, and other aspects of personality. Some suggestions for improving the interview process include the following:
Do not ask the obvious questions.
Do not ask legally indefensible questions.
Do ask the right questions, but be sure to know how to evaluate the answers.
Do try not to focus too much attention on the candidate's self-evaluation.
Do not be overly influenced by first impressions.
Do not miss important clues.
Do not rely too much on past credentials.
Four good strategies to consider for asking the right questions are as follows:

1. Stick to predetermined questions. The more thought that goes into an interview, the less time and expense needed to correct a bad decision.
2. Do not make an emotional hiring decision. This is the number one cause of hiring errors.
3. Dig deep. History is by far the key to the future, it often repeats itself.
4. Be very clear about job performance expectations. This will scare off the mediocre and challenge the best.
References play an important role in gathering information about an applicant. The three most frequently used types of references are personal, academic, and past employment.