Employee selection is one of the essential aspects of the recruitment and hiring processes in any given organization to ensure that the best and most suitable candidates are selected for any given job. The selection process involves a series of activities that help in putting the right persons in the right jobs to enhance the efficiency of operations in an organization. The process entails matching organizational requirements of a given organization with the best skills and qualifications of individuals to attract more individuals to apply for a given position. The CapraTek's company engaged in a selection process to obtain the best candidates for the regional sales representatives in the organization. The organization required to implement the selection process to come up with three candidates that are most qualified for the position and those that are in a position to enhance growth and development the organization and the achievement of organizational goals and objectives relating to the sales department in the given organization.
The recruitment and selection process undertaken by the given organization to enhance effectiveness in the selection process of the best regional sales process involved a series of steps that focused on identification of the best candidates for the given positions. The first step involved in the employee selection process for the given job involved notification of the given position. The notification process involved advertising for the sales position through a clear statement of the requirements of the job to attract the most appropriate candidates for the given positions. The second selection step involves reviewing and screening of the applicants resume to eliminate the candidates whose qualifications and skills do not match with the requirements of the positions advertised for the given job. The objective of reviewing and screening processes of the resume is to narrow down the applicants for a given position in an organization to ensure selection of appropriate and most qualified candidates are selected for the given position. The third steps in the employee selection process involve undertaking phone and face to face interview with the shortlisted candidates to ensure that the candidates present utmost character and skills for the given position in the company. The interviews involve a series of predetermined question that targets on obtaining the most relevant answers from the interviewees on the capabilities required for the applied positions.
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The fourth step in the given process entails the assessment of the selected hires in the organization to ensure effectiveness in the recruitment of candidates that suits the positions of regional sales representative positions in the given organization. The assessment process involves the implementation of predictive assessment tools that allow the organization to capitalize on hiring the best individuals for the position based on their skills and qualifications that matches with the requirements of the given job in the organization. The fifth step entails job shadowing and reference checking that entails finding out whether the best candidates for the given job whose abilities and qualifications are outstanding from other applicants. The process helps in ensuring that the company obtains a team of persons that can achieve the set goals and objectives based on their abilities and skills. Lastly, the recruitment process entails making the job offer to the selected candidates by ensuring that the compensation plan for the given positions are clearly defined to eliminate any form of ambiguity in the given positions and allow the selected candidates to undertake their duties and responsibilities effectively (Huffcutt, A. I., Van Iddekinge, C. H., & Roth, 2011). A successful completion of the given processes in an organization leads to training and retention of the best candidates for the selected positions.
Upon a successful employee selection process for the best candidates to suit the regional sales representative in the organization, it is necessary for the group to undertake Pre-employment screening tests for the given positions in order to ensure that candidates selected have the relevant capabilities that are required for the position in order to help them in meeting their duties and responsibilities as defined within the job requirements. Pre-employment screening tests involve testing the shortlisted candidates their cognitive abilities, work skills, and their motor abilities to ensure that they undertake their given duties and responsibilities efficiently and be the best sales representatives for the company (Huffcutt, A. I., Van Iddekinge, C. H., & Roth, 2011). The testing may also involve checking for emotional intelligence, integrity, and language proficiency to ensure that the candidates are in a position to express themselves efficiently and are in a position to undertake their assigned duties without the interference of personality influences. Additionally, the company engaged drug testing as one of the essential measures in the Pre-employment screening in a bid to ensure that the selected candidates present high levels of sanctity based on the nature of job requirement and responsibilities presented in the given job.
According to Cosner, T. L., & Baumgart (2000), performing background checks for the candidates is an important aspect to consider during the recruitment and hiring processes to ensure that the company has an overview of the employees’ history on both personal and employment matters. In this case, undertaking a background check on the candidates for the regional sales representative in the given case ensured that the CapraTek's company obtained the best candidates with a history that is more appropriate and relevant for the position based on past experiences and interactions relating to the nature of the job. Performing the background checks for the shortlisted candidates should be undertaken after the completion of the selection process for the shortlisted candidates in a bid to ensure that the candidates do not have backgrounds issues that may hinder their performances on their jobs based on past experiences. Although a company has the right to undertake a background check for the candidates applying for a given job, it is necessary for a company to notify the candidates on the process that involve performing the checks to ensure that the given candidates are psychologically prepared for the given process.
According to Bible (2012), the budget of a given company plays an essential role in defining the nature of assessment methods to undertake in hiring and recruiting candidates that are suitable for any position advertised in a company. Additionally, the size of the company and the nature of positions to be filled by the candidates plays an essential role in defining the nature of processes to be undertaken in selecting and assessing the candidates to be selected in a given position. The assessment methods undertook in CapraTek's company involved evaluation of the job applicants to ensure the information presented in their resume is accurate and that the given applicants have the relevant skills and capabilities mentioned within their resumes. The second most crucial assessment technique implemented by the company involves screening questions and skill testing for the shortlisted candidates to ensure that the given candidates are in a position to undertake their assigned duties and responsibilities effectively without fear failing due to lack of adequate skills and knowledge regarding the given positions. The company also engaged in interviews that focus on reviewing the knowledge levels of the applicant and assess the nature of abilities that the given employees have in order meet the requirement of the job. Finally, the organization undertook Psychometric assessments that played a significant role in examining the interests and personalities of the candidates that were shortlisted for the given positions to ensure that the candidates hired presents the relevant level of enthusiasm on the given job.
The final decision applied by the given company in order to ensure selection of the best fit for the position involved job shadowing, which is a process in the section process that entails identifying whether the candidates are a good fit for the position and whether they are comfortable in undertaking their actual job as described with the company. The best candidates selected for the company position of regional sales representatives had a high level of competencies and qualifications that made it possible for them to undertake the assigned duties and responsibilities of the company.
References
Bible, J. D. (2012). Lies and damned lies: Some legal implications of resume fraud and advice for preventing it. Employee Relations Law Journal, 38 (3), 22–47.
Cosner, T. L., & Baumgart, W. C. (2000). An adequate assessment center program. FBI Law Enforcement Bulletin, 69(6), 1–5. Estes, B. (1988). Making the job offer. Communications, 25 (5), 170.
Huffcutt, A. I., Van Iddekinge, C. H., & Roth, P. L. (2011). Understanding applicant behavior in employment interviews: A theoretical model of interviewee performance. Human Resource Management Review, 21 (4), 353–367.
