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Running head: EMPLOYEE SELECTION EXERCISE 2

EMPLOYEE SELECTION EXERCISE 2

Employee Selection Exercise

Student Name

Institution

Part A

*Item*	*Selection Criteria*

Education	Application form
Justification
Candidates education levels can easily be gleaned from details they fill in the application forms. Asking candidates to fill their education levels in the application forms give them an opportunity to show prospective employers the grades they attained, the institutions they attended without equivocating in any way.
Work Experience	Interviews
Justification
For work experience, interviews seem as the most feasible selection criteria. Through interviews, an employer can ask direct questions that may include where a candidate has volunteered and worked in previous years. That way, an employer can establish a candidate’ s level of Job relatedness (Cascio, 1989). Interviews furnish recruiters with the requisite decision-making facts that may insulate them from legal issues such as suits that hinge on claims of discrimination (Gomez-Mejia, Balkin, Cardy, 2007). It therefore, diminishes legal liability and increases reliability of the recruiting process.
Math Skills	Tests
Justification
Tests evaluate knowledge and skills that candidates need to perform particular jobs. Because tests act as indicators of future job performance, an employer can put increased focus on tests if they operate in an overly competitive market and may need only candidates who are versed in Math. Specifically, a math test can be a predictor of whether a candidate will highly like grapple with challenges of computations or not.
Verification Knowledge	Reference checks
Justification
Information regarding a candidate driving history, immigration status checks, and social security checks can be achieved by running background checks (Cascio, 1989). Since a candidate may be inclined to falsify information to secure an employment opportunity, they may turn to reference checks as a way of unearthing true information about a candidate. Reference checks often help organizations wade off law suits that often times stem from negligent hiring.
Interpersonal Skills	Interviews
Justification
Interviews give an interviewer an opportunity interact with a candidate and get their impression through how they behave. Regardless of how stellar a candidate’s resume may look like, if they exhibit inappropriate behavior during a job interview, they may not be hired. For, instance, an interviewer may decide not to hire a candidate who brings the mother along to an interview and while the session is underway.
Work Motivation	Personality Inventory
Justification
Personality inventory brings to the fore traits and attributes that can give a pointer as to whether an individual is likely to remain motivated while at work or not. Individuals who come off as conscientiousness, dutifulness, and achievement Striving, are likely to maintain positive outlooks and the right mindsets for their respective jobs. Such information could easily be gleaned from exercises that apply personality inventory to unearth candidates traits.

Part B

Education Assessed via Application form

Point Higher levels of Education	Highest level of Education
10	Bachelor’s level
6	Associate degree
3	High School diploma
Reject	Less than high school diploma

My assessment

Work Experience Assessed via interviews

Points awarded	Years of work experience
8	> 5 years of work experience as a cashier
5	>3 years of work experience as a teller
3	<2 years of work experience
2	< 1 year of work experience

Math Skill Assessed via Tests

Points awarded	Scores on demonstratable skills
10	Very strong
9	Marginal
8	Satisfactory
7	Good
6	Fair
5	Poor

Verification of Knowledge

Points awarded	Score on verification of knowledge
8	Strong
5 4	Somewhat strong Good
3	Marginal

Interpersonal Skills via Personality Inventory

Points awarded On the average score of communication, organization, teamwork, social skill, critical thinking, adaptability and creativity	Score
10	Very good
9	Good
8	Average
7	Poor
6	Very poor

Work Motivation Via Interviews

Points awarded	Motivation levels
8	Strong
5	Good
3	Marginal

Part C

	Maria	Lori	Steve	Jenna
Education	Associates degree	H.S Diploma	G.E.D.	Bachelor’s degree
Work Experience	4 years as a cashier	1 year as a teller	5 years as a sales clerk at a national retail clothing store chain	Completed a semester internship at a bank
Math Skill	Very strong	marginal	Satisfactory	Good
Verification knowledge	marginal	Strong	Good	Strong
Interpersonal Skills	Very strong	Good	Good	Good
Work Motivation	Good	Good	marginal	Strong

Scores

	Maria	Lori	Steve	Jenna
Education	6	3	3	10
Work Experience	5	3	8	2
Math skills	10	9	8	7
Verification Knowledge	3	8	4	8
Interpersonal Skills	10	9	9	9
Work Motivation	5	5	3	8
Summation	39	37	35	44

Which applicants scored best based on the scores you entered into the table?

Jenna had the highest score.

(b) What difficulties did you have applying your scoring system?

The arbitrary figures assigned that denoted the differences in math score could possibly have failed to reflect the reality in as far as the candidates grasp of math was concerned.

I would certainly make changes to the rubric to allow the recruiters have a better overall score. The verification of knowledge was determined as either marginal, strong or good. The options available to recruiter failed to take in account the fact that information achieved may have fell below the needed threshold and may have qualified as negligible.

References

Cascio, W. F. (1989). Managing human resources (p. 251). New York, NY: McGraw-Hill.

Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2007). Managing human resources. Upper Saddle River, NJ: Pearson/Prentice Hall.