Human Resources: - Selection Tools

Introduction
Selection of employees in an organization is a very critical practice for the Human Resource Management (HRM). Well though selection decisions from the HRM creates a big difference in the kind of employees an organization employs. If the HRM makes a poor selection, then they will end up with underperforming employees, which is the reason as to why proper and effective tools should be applied when selecting employees for any particular job in any organization. During selection processes a number of mangers are usually involved. However, as Bohlander and Snell (2004) line mangers ought to be given adequate information about the candidates so as to make a good selection.

Three selection tools that I would use for a hiring program at a supermarket
When hiring employees to work in a supermarket program, the three selection tools which the HRM should put in use are
1. Requesting for an application
2. Carrying out an interview
3. Giving references

These three tools are important and vital for selecting an employee for a supermarket since they give important and pertinent information about the person to be hired. The benefit of using these three selection tools is clear, to work in a supermarket does not require professional skills and generally the HRM is interested in knowing that the candidate to be employed poses essential skills and can easily adjust to the supermarket setting. Application from the candidate gives you the chance to review if the person has the required skills, carrying out an interview allows you to meet the candidate and see if he/she can handle the work, while references gives a chance to check behavior or character of the prospective employee.(Maund, 2001)

What I think is the best selection tool or combination of selection tools.
For the position of working in the supermarket, the three tools that have been discussed above will all be used in order to get the best candidate. Since working in the supermarket may involve handling cash transaction, it is important that the some in-depth information about the candidate is obtained. To get all these information, all the three tools has to be applied.

Justifying my choice by describing the advantages selected tools
First, the application letter will provide important information, the applicant letter will allow me to know whether the candidate is able to fluently read and comprehend English. Since having a job in the supermarket will need the person to have a good understanding of English language in order to understand each advert place on the various products. Supposing a candidate successfully writes an application without any difficulties, then it assures you that this candidate is qualified to handle supermarket work. (Legge, 1995)

Carrying out an interview is extremely crucial; interviewing process is a significant aspect in the selection of employees. Carrying out an interview gives you an opportunity of meeting the prospective employees and gives you a chance to get a personal impression of the person you want to hire. You get a chance to match the individual with what appears on the application form. More important the interview process grants you an occasion to ask any particular question or issue which is not covered in the application. At the same moment you get an n opportunity to get to see the manner in which the person presents him/herself. How is this person glomming? How does he feel about the job? Does he like the company? Such questions can only be answered during the interview. (Hook, 2005)

The last section tool is references, it is important that you counter check the personal impression which you have developed about the candidate. Thus, you can call or write to the references provided to make inquires regarding the characters and behaviors of the person. Though in many cases the references provided can not provide negative information regarding the candidate, it is possible that they may provide some insightful information. This selection tool is important in knowing how other people view the candidate. (Hook, 2005)
Whether I would use the same selection method for hiring the position in my final project? Explain your answer.

For my final project, probably I will be looking for professional candidate for example a senior accountant. For this position, the above three selection methods will be used a primary method to eliminate and reduce the number of candidates. Nonetheless, since this position calls for more accountability and responsibilities, extra thoroughly hiring method has to be applied. The person to take this position will be required to posses advanced credential on top of being able to manage added duties. (Sparrow and Hilltop, 1994)

Thus, part from the three selection tools, a background check about the candidates will be done so that more information personal information is availed regarding the candidate. The position for senior accountant means that the person will be handling confidential information regarding financial performance of the company and even of other employees. Getting background information about the candidate would reveal if the prospective candidate has ever been involved in any previous deals which can be seen to be dubious and putting his integrity in question. (Sparrow and Hilltop, 1994)

In addition to that, I will also carry out a personality test to make sure that the person I select is a steadfast person who has focus and a strong personality. This is necessary since the position is sensitive and the person may be influenced to make unprofessional practices if he/she dos not posses strong personality.

Putting in use all the above discussed selection tools before selecting a candidate will greatly ensure that a best candidate is hired for the final project position of a senior accountant. (Sparrow and Hilltop, 1994)

Organize an interview and selection plan for the position in your final project:
Organizing an interview will be quite easy. The first thing will to be to put up an advertisement calling for interested applicants to send their application for the position. Deadline and other details for the position will also be including where and to who to send the application will be posted. Interviews will then follow for those who meet minimum requirements. (Sparrow and Hilltop, 1994)
Compile a list of interview questions.
The list of interview questions is in appendix 1
The interviewing method I would use and why it is preferred over others.

There are different methods for interviewing, but I will use non-directive approach since it permits the interviewee the choice to vary the direction of questions, this will assist me in getting important information I need to ascertain if the candidate is the right one.

Detail the considerations in reaching hiring decisions for this position
Getting the right candidate will not be a simple task, but, I will begin with getting a summary of the entire candidate who did the interview, then I will carry out a personality test. Other aspects that I will put in mind is, correct candidate information, qualification, past experience, communication skills, interpersonal relationships and correct credentials. After collecting this information, I will then reach the final section which has to be done with help of the department manger where the candidate will work. After decided on the candidate, he will be informed and if he/she accepts the offer then the selection and hiring process will be over and successful. (Hook, 2005)

appendix1: interview questions
1. Tell us briefly about yourself?
2. What do you consider as you main strong points?
3. What do you see as your main weakness?
4. What have attracted you to work with us?
5. Are you a team player, or alone ranger?
6. How do you handle people you consider difficult?
7. Tell me your past experiences in dealing with demanding customers
8. What attracts you so much about this preset position?
9. How do we know that you best qualify for this position?
10. Explain the kind of perfect job to you?


Reference:
Bohlander, G and Snell, S (2004): Managing Human Resources: South Western; Thompson

Hook, M. (2005): Introduction Human Resource Management; London; Prentice Hall

Legge, K. (1995): Human Resource Management; Rhetoric and Realities; London; Macmillan Press

Maund, L. (2001): An Introduction to Human to Human Resource Management: Theory and Practice: Macmillan, Palgrave

Sparrow, P. and Hilltop, J. (1994): European Human Resource Management in Transition: Prentice Hall, New York