Chapter 9 notes

Chapter 9 notes - Chapter 9 Assessing External Candidates...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
This is the end of the preview. Sign up to access the rest of the document.

Unformatted text preview: Chapter 9 Assessing External Candidates Why is assessment so important ? • Even if a firm’s applicant pool contains some people who would make great hires, if the firm’s assessment system can’t identify them, they will not become employees. (p. 233) • The goal of assessment is to identify the job candidates who would make good hires, and to screen out people who would make poor hires. (p.233) • A poor assessment system is little better than picking job applicants at random and giving job offers. A well-designed assessment system can increase the number of good hires and reduce the number of bad hires an organization makes. (p.233) • For jobs in which there is a meaningful performance difference between high and low performers, identifying and hiring, the best candidates can dramatically increase productivity and performance. (p.233) • In addition to identifying the job candidates who fit the person specification for the job, the assessment system should also evaluate candidates’ fit with the organization’s culture and business strategy. This allows a firm to identify those people best able to do the job and help the company execute its business strategy. (p.233) • The choice of which candidates to hire should be based on who is likely to experience the greatest job success and who can best meet the overall hiring goals for the position, including job performance, promotability, and the cost of the total reward package. (p.233) • The core competencies that telecommunications giant AT&T considers most important to success and evaluates in applicants include planning, organization, interpersonal effectiveness, decision making, and problem analysis. • If a company wants to give employees a lot of independence and discretion once they’re hired, it is only by designing rigorous assessment processes that employees can later have this freedom. (p. 234) • Although companies’ primary hiring goal is usually job performance, some companies, subscribe to the philosophy that what people know is less important than who they are. These firms believe that the primary goal of assessment is to find people with the right mind-set, attitude, and personal attributes. (p.234) • Assessment methods tend to become more complex the more critical a job is to the firm and the more complex the required competencies are. (p.234) • Different assessment methods are useful for assessing different job candidate characteristics. (p.234) The Firm’s External Assessment Goals • The primary goal of job candidate assessment is to identify the job candidates who will be the best hires in terms of meeting the organization’s staffing goals, which usually includes performing at a high level and enhancing strategy execution. (p.234) Maximizing Fit • One goal of assessment is to maximize the degree to which the person fits the organization, work group, and job. (p.234) The Person-Job Fit • Person-job fit- is the fit between a person’s abilities and the demands of the job and the...
View Full Document

This note was uploaded on 11/01/2011 for the course MGT 4481 taught by Professor Hunter during the Fall '11 term at Troy.

Page1 / 15

Chapter 9 notes - Chapter 9 Assessing External Candidates...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online