Essays on Methods and Techniques Used to Select Employees Case Study

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The paper 'Methods and Techniques Used to Select Employees' is a good example of a Management Case Study. Employee selection and identification is a critical management function. The aim of this process is to hire the most appropriate and suitable candidate for a particular job. Most organizations have several techniques used to identify the right employees to be hired. However, in the recent past, most of the organizations have found some difficulties after hiring employees (Rowena, 2011). This is mainly attributed to the methods and techniques used to hire employees. Such organizations have had to incur extra expenses in trying to get replacements.

Others have been forced to train the new employees which have also turned out to be very expensive. These issues also affect the employees themselves as most of them become frustrated and some are forced to change their careers. This issue has therefore led to a debate on whether the technique used to select employees is efficient. It has also been noted that most organizations use only one technique when selecting an employee. With the changes in the job market candidates who are not qualified end up being selected through this method.

The essay will evaluate some of the methods and techniques used by various organizations to select employees. The paper will then discuss why there is a need for various methods of selecting employees and not just one or two. Methods and techniques used to select employees Interviewing This technique is used by the majority of employers whenever they are identifying the best-suited individual to work for them. This method involves direct assessment of individuals. The individual is asked questions and the selection panel awards individuals points depending on how well they answer the questions.

This Method is popular since the employers are able to meet the candidates face to face. Most of the employers will want to know how the employee can perform under pressure and thus subject them to tough questions. The rate of confidence can also be determined through this method (Beardwell, 2010). This is mainly based on how the candidate responds to questions being asked. Interviewing candidates may not only include theoretical questions but also candidates may be subjected to practical interviews. This is mainly for the purpose of determining the abilities and skills that the individuals possess.

Most of the companies will then rank the candidates according to their performances. The best performer will then be employed. This method has been quite efficient in the past and thus its popularity. Some of the employers would also prefer to see how the candidates conduct themselves in terms of dressing and behavior. This is more common in positions where the employees will be required to deal directly with clients or high profile persons.

The presentation is what the employer may be interested in and thus the direct interview. (Bratton, 2007) Work experience and profiling In the current job market, work experience is the most important factor. Most employees would want to employ workers who already know what to do. This is common since the employers do not want to incur extra cots in terms of training the employees further so as to be fully competent. Others feel that the employees who are not experienced will take a lot of time to adopt and thus time wastage for productive purposes (Muller-Carmen, 2008).

This has seen most candidates shying away from applying for a particular post. In areas where tough decision making and practicals will be required, most of the employers feel that those candidates who are not experienced will not be able to handle the position. They believe that such employees will make poor decisions that will end up affecting the company. The employers thus scrutinize the list of potential candidates and the one with the highest level of experience is awarded the job.


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