Human Resources: Organizational and Training Development
Tests of general cognitive ability are good indicators of
recruitment and selection, and job performance success for a wide variety of
jobs. They sometimes can be efficient and economical methods for targeting and
screening a large volume of applicants. Some tests measure cognitive abilities
and personality traits to see whether a candidate is a right fit for a position
and for the company while others benchmark skills. Many types of commercial
tests are available to organizations for use in the selection process. Many of
these tests have undergone validation and reliability studies (Byars and Rue,
2008). Byars and Rue (2008) discuss five categories of tests: aptitude,
psychomotor, job knowledge and proficiency, interests, and personality.
1) Why do you think it is important to have these tests
validated and be deemed reliable? Which of these tests do you think is LEAST
beneficial in the recruitment process and why?
During the recruitment phase, human resource professionals
attempt to match applicant’s skills with those of the needs of the organization
and to find candidates that “fit” within their organization. Many
organizations have implemented an actual recruitment and selection plan or
process, so that they can hire individuals who have the necessary skills or
have the capacity to learn the necessary skills in order to perform within the
organization. Organizations seek out a variety of resources both internally and
externally when seeking candidates. Companies that emphasis internal
recruitment seeks to find employees currently within the organization that can
transitioned into other positions within the company. Some companies seek to
find external candidates to fill roles. Both of recruitment sources have their
benefits.
2) As a member of management /HR professional which do you
think is more beneficial to an organization when seeking to fill vacant
positions with an organization in order to meet its goals, internal or external
recruitment? What are some steps that you would take to create a recruitment
plan for your organization? Are there any specific components that you may find
necessary to incorporate into your recruitment and selection plan? What
selection methods will you use when seeking to hire potential employees and
why?
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