The Influence of Testing Potential Employees

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One of the most important decisions that an organization can make is the hiring of prospective employees. It is illogical for an organization to employ an individual that cannot perform their assigned duty. Why would any organization spend large sum of money in training an individual that will not be beneficial to their organization. Therefore, it is reasonable for organizations to filter out the undesirable applicants. According to Dessler (2011) once an organization have a group of applicants, their next stage is to decide on the best person for the job. Normally this means reducing the applicant pool via screening methods such as tests, background checks, and interviews.

As stated by Dessler (2011) selection of the right employees is imperative for numerous reasons. These reasons can include the knowledge that organizations performance is contingent on its subordinate’s ability. Moreover, it should be common knowledge that employees with the reliable skills and characteristics will perform better for the company. On the other hand, employees who lack those skills or who are slacker will not perform efficiently, and the organization’s performance will suffer (Dessler, 2011).

Another reason selection is important because organizations want to avoid employees who are liability for them. According to Dessler (2011) there are estimates that reveal there are around 25% of employees with knowledge of coworkers who use illegal drug, and others report that 7% have been targets of coworkers’ physical threats (Dessler, 2011). Due to high rate of turnover in some organizations, companies are regularly examining methods to improve their human resource selection procedure. Several methods have been utilized for the selection of emp...

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...ical selection practices. Personnel Review, 30(5), 657-676. Retrieved from http://search.proquest.com/docview/214812080?accountid=32521

Caruth, D. L., & Caruth, G. D. (2009). The Re-emergence of Personality testing as an employee selection procedure. Super Vision, pp. 9-13.

Dessler, G. (2011). A framework for human resource management (6th ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780132556378

Johnson, D.L., & Kleiner, B. H. (2000). A comparative view of employment testing. Management Research News, 23(7), 99-102. Retrieved from http://search.proquest.com/docview/223538226?accountid=32521

Kantrowitz, T. M., Dawson, C. R., & Fetzer, M. S. (2011). Computer adaptive testing (CAT): A faster, smarter, and more secure approach to pre-employment testing. Journal of Business and Psychology, 26(2), 227-232. doi: http://dx.doi.org/10.1007/s10869-011-9228-3

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