Full text loading...
Chapter 15 : Employee Selection
This chapter describes the differences in attitudes attributable to generational groups. Managers must be aware of age-related differences to ensure that they are not unduly influenced in employee selection process. It discusses the desirable elements of a criterion-based job description, which should be based on legal regulations, certification needs, educational essentials, critical tasks related to the job, and work environment needs. Within the job description, each job duty may be classified as a basic core task, an advanced technical skill, or a supervisory responsibility. The chapter describes how to establish a search committee, and discusses the various approaches to the interview process. While the committee should remain small, the mix should reflect the desired diversity of the department. The chapter explains the process of screening resumes, describes the various interview formats, and provides examples of appropriate and inappropriate interview questions. It describes the ideal orientation process and addresses potentially useful retention techniques such as communication, training, recognition and work environment, available to managers. Often, a decision to terminate an employee based on financial need is not necessarily a reflection of the employee’s performance or job ability, but a bottom-line decision. The process of progressive discipline gives the employee ample opportunity to address the employer’s concerns and take necessary corrective actions. Conversely, it also provides the employer with an opportunity to review and adjust any unreasonable expectations that set the employee up for failure.