B experience and past performance another useful

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B. Experience and past performance Another useful criterion for selecting employees is experience and past performance. Many selection specialists believe that past performance on a similar job might be one of the best indicators of future job performance. In addition, employers often consider experience to be a good indicator of ability and work related attitudes. Their reasoning is that a prospective employee who has performed the job before and is applying for a similar job must like the work and be able to do the job well.
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C. Physical characteristics In the past, many employers consciously or unconsciously used physical characteristics as a criterion. Studies found that employers were most likely to hire and pay better wages to taller men, and airlines choose flight attendants and company receptionists on the base of beauty. Many times such practices discriminated against ethnic groups, women, and handicapped people. For this reason, they are now becoming illegal unless it can be proved that a physical characteristic is directly related to effectiveness at work. For example, visual acuity (eyesight) would be a physical characteristic that could be used to hire pilots. It might not, however, be legally used for hiring a telephone reservations agent for an airline. D. Personality characteristics and personality type Personal characteristics include marital status, sex, age, and so on. Some employers have, for example, preferred “stable’’ married employees over single people because they have assumed that married people have a lower turnover rate. On the other hand, other employers might seek out single people for some jobs since a single person might be more likely to accept a transfer or a lengthy overseas assignment. Age, too, has sometimes been used as a criterion, while it is illegal to discriminate against people who are over the age of 40. However, minimum and maximum age restrictions for the job may be used only if they are clearly job related. Thus, age should be used as a selection criterion only after very careful thought and consideration. 4.2.2. Selection Process The selection process consists of a series of steps. At each stage facts may come to light, which may lead to rejection of the applicant. It is a series of successive hurdles or barriers, which an applicant must cross. These hurdles are designed to eliminate unqualified candidates at any point in the selection process. However, every selection procedure dose not contains all these hurdles. Moreover, the arrangement of these hurdles may differ from organization to organization. There is no standard selection procedure to be used in all organization or for all jobs. The complexity of selection procedure increases with the level and responsibility of the position to be filled. The strategy and method used for selecting employees varies from organization to organization and from one job to another.
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Steps involved in employee selection may be described as under: 1. Application blank: Application form is a traditional and widely used device for collecting information from the candidates. Small firms design no application form and ask the
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  • Spring '17