| Author: | Van Allen | ISBN: | 9781310753282 |
| Publisher: | Van Allen | Publication: | February 9, 2016 |
| Imprint: | Smashwords Edition | Language: | English |
| Author: | Van Allen |
| ISBN: | 9781310753282 |
| Publisher: | Van Allen |
| Publication: | February 9, 2016 |
| Imprint: | Smashwords Edition |
| Language: | English |
The goal of an organizational selection process is to add people to the organization (fill positions) who will benefit the organization. Likewise, a secondary goal must be to keep out any people who will harm the organization. Another component of this involves assessing and differentiating applicants based on how much they can help (assessing qualifications and future potential). Any selection process also needs to be reliable and fair.
When you select an employee, you are simply offering a prediction that this person selected will be successful as an employee and they will help your company. Furthermore, in any case where we need to identify current employees that are not helping the organization, there must be a valid mechanism in place for identifying and then removing these employees. So, why do we get this wrong so often?
You’ll find that the success of almost any organization is highly correlated with the efficiency and effectiveness of its selection and retention processes.
Are you hiring the wrong people most of the time?
The goal of an organizational selection process is to add people to the organization (fill positions) who will benefit the organization. Likewise, a secondary goal must be to keep out any people who will harm the organization. Another component of this involves assessing and differentiating applicants based on how much they can help (assessing qualifications and future potential). Any selection process also needs to be reliable and fair.
When you select an employee, you are simply offering a prediction that this person selected will be successful as an employee and they will help your company. Furthermore, in any case where we need to identify current employees that are not helping the organization, there must be a valid mechanism in place for identifying and then removing these employees. So, why do we get this wrong so often?
You’ll find that the success of almost any organization is highly correlated with the efficiency and effectiveness of its selection and retention processes.
Are you hiring the wrong people most of the time?
