Please add in text citation and references

After studying Unit 4 on employee selection, I reviewed a job search I had experienced and reflected on the selection process. The company used a combination of resume screening, an initial phone interview, and a structured interview. The initial interview was primarily conducted by HR. It primarily confirmed basic information and job fit, while the structured interview was led by the hiring manager.

From a reliability perspective, structured interviews are more consistent than unstructured interviews. According to Dessler and Chhinzer (2023), structured interviews can improve selection consistency because all candidates are asked the same questions and evaluated according to a standardized scoring rubric. In my interview, I found the entire process to be relatively standardized, with ratings generally consistent across interviewers, demonstrating high reliability.

However, from a validity perspective, the selection process still has room for improvement. For example, while the structured interview can predict some job performance, it does not utilize any cognitive ability tests or work sample assessments. This may reduce predictive validity in positions requiring strong logical reasoning or technical skills. Dessler and Chhinzer (2023) note that cognitive ability tests and work sample tests have high predictive validity, particularly for positions requiring high skill and task performance.

If I could improve this selection process, I would recommend adding a work sample test, such as having the candidate completed simulated project or short assignment. This would not only better predict the candidate's actual job performance but also improve the content validity of the entire process.

As the textbook points out, with the increasing labor shortage, companies need to adopt a more strategic approach to recruitment and selection (Dessler & Chhinzer, 2023). Improving the reliability and validity of selection tools not only helps reduce the cost of selecting the wrong person but also provides an advantage in a competitive talent market.

References

Unit 4 Notes

Dessler, G., & Chhinzer, N. (2023). Human resources management in Canada (15th Canadian ed.). Pearson Canada Inc.