Selecting the wrong employees can lead to all sorts of problems down the line. For instance, employees may fail to perform their jobs satisfactorily, they may leave soon after being hired because they are simply not a good fit for the company, or they may require extensive training and mentoring, which you may not have the time to provide.
The Business Dictionary defines employee selection as the “process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria.”
Employees who are a good fit for your company, and have the skills and expertise required to do the job for which they are hired, are much more likely to meet expectations and stay in the position for a considerable time. On the other hand, employees who are chosen poorly and lack the previously mentioned qualities will likely be terminated or leave on their own, often soon after hiring. Your company will then be back to square one, trying to fill the empty position, which can be a costly endeavor. Meanwhile, other good employees often suffer because they must take on the duties of the empty position until it is filled once again.
The process of employee selection can be anywhere from very simple to very complicated, depending on the hiring company and the position needing to be filled. However, any employee selection process should include certain elements. For one, the hiring manager or committee must have a clear understanding of the job’s responsibilities and scope. Second, the hiring manager or committee must have an equally clear understanding of the level of experience and expertise and the skills set needed to perform the job satisfactorily. These two factors should come into play when questioning potential job candidates.
The job interview is a great tool for finding out whether an employee is a good fit for a company and a specific job within that company. Additionally, other tools can be used to gauge whether someone is the right person for a job. For instance, you can test an employee in his area of supposed expertise. For a writing job, you might consider administering a writing test in which the employee has a certain amount of time to research a topic and create a report. For a customer service position, you could conduct a mock customer service call in which the job candidate attempts to calm down and help an angry customer. Certain firms also offer personality testing that companies can administer to potential employees to determine things like ambition and drive.
When selecting from among job candidates, companies must adhere to certain employment laws, such as those forbidding discrimination based on race and gender. If you are new to employee selection, getting acquainted with all applicable laws may help you avoid allegations of discrimination and possible legal action.