Introduction
In this day and age, where capitalism and money makes the world go round, it is no wonder why corporations and conglomerates want stay ahead of the competition by hiring the best individuals for the job. These talented pool of workers are the backbone of any organisation and the success of any money-making body is heavily dependent on the quality of the employees. Therefore, it is crucial for these corporations to possess a stringent selection or interview process in order to ensure only the best candidates work for them (Anderson, Bauer, McCarthy, Slagado, & Truxillo, 2012).
Problem Statement
It has already been established that only the best candidates are appointed jobs within a certain organisation upon successfully undergoing the interview. However, this initial notion neglects the underlying element of how applicants perceive themselves during the selection process and how this ultimately affects their performance.
Objectives
The objective of this paper is to examine what factors influence self-perception of applicants undergoing an employment interview, and to identify how applicants’ self-perception affects performance during the selection procedure.
Significance
Malaysia is composed of a multicultural society in which people of different ethnicities and religions living together in peace and harmony under one nation. This is also true within the working sphere as the people working under a company are of diverse ethnic backgrounds. As such, this study can also contribute to corporations in which a multicultural workforce exists.
Moreover, foreign multinational companies are increasingly expanding their economic prowess by opening branches and franchises in this part of the world. This study can...
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A research investigates perceived selection ratio may affect faking personality test. The higher the selection ratio, being closer to 1, the less selective and the lower the ratio, being closer to 0, the more selective the hiring decision. One can predict that the lower the selection ratio the more opportunity for the candidate to fake the personality test. The study consisted of 150 undergraduate participants split into two groups, half of the participants were given a test with obvious items and other half given more subtle items. Each group of participants were randomly selected in three groups of 25; low, moderate, and high selection ratio. In this study done by Chet Robie, his “Results showed no statistically significant mean differences between personality scale scores across levels of perceived selection ratios for each personality inventory” (Robie,2006, pg.1233). This study shows, overall score on obvious items in test and selection ratio category and overall score on subtle items in test and selection ratio category; both are not less than 0.05 thus not significant. Participants didn’t care if they have a higher chance of getting hired or lower chance, in either situation participants didn’t take the opportunity to fake the personality test. Therefore, even if selection ratio is low, meaning a likelihood of possibly one candidate being chosen, and high opportunity to fake mean score differences show no statistically
We are aware that an organisation’s most important resource is its people and as the airline industry faces rapidly expanding competition (PwC US, 2014), one way of keeping the competitive advantage reasonably lies in the talent they can acquire and retain (Woods & West, 2010). Psychologist have found that workers differ in productivity and therefore in value (Schmidt & Hunter, 1981). A good assessment and selection process can add a great amount of value to an organisation, or if not done correctly, the differences in value per employee can amass to a loss in billions (Schmidt et al., 1981). In this case, the unstructured interview, a poor selection method, is used. The company also relies on external recruitment services and has difficulties retaining its staff, as there is a high turnover. Long tenure employees are underperforming and
Recruitment is an important tool in the selection process for any company looking to hire the best. The old program targeted freshly graduated college kids and Arrow did this to upgrade the professionalism of their salesforce. However, the program encountered many problems due to lack of skills specific to each location and the insecurity of old employees, stemming from new recruits holding stronger credentials. Arrow should screen new recruits because it is more profitable when the stakes are higher and small differences in talent can lead to large differences in productivity such as in sales. Developing and implementing multiple screening is an effective strategy in order to sort applicants, from the low skilled applicants compared to the high skilled applicants. A common misconception when recruiting is judging an applicant’s behavior as true or a façade to acquire the position. With multiple phases of screening, it will signal applicants that have high confidence in their abilities to strive for the position and repel those who do not.
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
In a global economy a diverse workforce is mandatory to meeting the needs of all clients, internal or external to the company. The challenge to most organizations is how to meet the skills and experience required and establishes effective selection devices determined to fair and unbiased. Once established, determine methods for making the hiring decision. The goal is to remove or mitigate the potential for adverse impact. (Aamondt, M. 2012 pg. 229) It is imperative in the hiring process to decide how to ethically consider race or gender and the role it will play in the hiring process. As well, the culture fit vs. testing performance as an affective selection method, but most important remove personal bias form the equation. Develop a hiring process and training plan for the hiring managers on your final process, this step is key to building a high-performance culture.
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Selecting the right employee is important for a number of reasons, such as, the employee’s performance, the cost to train and retain the employee, and legal obligations, such as creating and maintaining a diverse workforce. As Greenberg explains, “An organization’s success and competiveness depends on its ability to embrace diversity and realize the benefits” (Greenberg, 2004). Properly selecting the right employee for the job will greatly reduce the time and cost of future
Tom. (1971). The Role of Personality and Organizational Images in the Recruiting Process. Organizational Behavior and Human Performance 6, 653-669.
2) Personnel selection- what might individual indifferences mean when it comes time to hiring people (interests).
In the “I Am Qualified, Why Not Me?” case study, we are presented with Bobby Bret, a Junior Accountant with Crystal Production who had applied for the internal post of Senior Accountant. After having twice applied for the position, Bobby’s consideration was overshot and the positions were filled by external candidates. While Bobby was initially excited to advance within the company, he eventually became disillusioned when even those that were well qualified were overlooked for open positions.
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
On the part of the interviewer or job recruiter, this method of judgment has always been tedious. As experts say, “a recruiter should have eyes that pierce through candidate’s mind and soul. He should be a fair judge who is very well able to identify the right choice and nourish them”. So, therefore, first impressions are important.
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)