Below is one example to help with the hiring process. Please help answer the fol

Question

Below is one example to help with the hiring process. Please help answer the following questions listed below.

Another way to assess the effectiveness of the selection system is to examine the decision-making accuracy. Employee selection is basically a system to predict which applicants will succeed on the job. Highly qualified applicants are expected to perform well on the job. Similarly, seemingly less qualified applicants are not expected to perform well on the job. Unfortunately, the hiring process is complex. Some applicants can put on a “good show” and still be mediocre employees,where as other applicants may interview poorly but still be excellent employees. Organizations cannot assume the selection process is working well without collecting and analyzing data. One option to calculate the decision-making  accuracy of a selection system is to classify applicants in to one of two categories: strong applicants(ones who appear to be highly qualified and are predicted to do the job well—a good hire) and weak applicants(ones who do not appear to be highly qualified and are predicted to not do the job well—a poor hire). Once hired and after sufficient time(typically six months to a year) has passed, employees can also be classified into two categories: good hire or poor hire. After all of this data is collected,the over all decision-making accuracy of the selection process (the total hit ratio) can be calculated as the percentage of correct predictions.The table below shows data about the 200 tellers employed at the bank.

Poor hire

Good  hire

Totals

Strong  applicant

20

80

100

Weak applicant

70

30

100

1.Calculate the total hit ratio by adding the correct predictions and then dividing that number by the total number  of decisions made.What is this percentage? Do you think this percentage is impressive?

2.What percentage of weak applicants turned out to be good hires?

3.What percentage of strong applicants turned out to be good hires? This percentage is known as the

positive hit ratio.

4.Compare  your answers to questions 2 and 3.Do you think the bank’s system is effective

Part 4:Reflection on Employee Selection

1.You have made a number of decisions in creating,implementing and evaluating a selection system for bank tellers. Which of these decisions do you think is most critical? Why?

2.An employee selection approach to hiring is more complex than hiring employees based on who they know or casually scanning a résumé and asking a few“ off the cuff”questions for an interview.When you think about your work experiences,do you think the organizations you worked for took an employee selection approach when hiring?

3.If you answered yes to question 2, do you think the organization was effective in hiring employees? If you answered no to question 2, do you think the organization should have adopted a selection approach to hiring?Explain your response.

4.What do you perceive as the over all advantages and disadvantages of an employee selection approach to hiring?

5.After reflecting on this exercise,would you recommend an employee selection process to hiring for virtually any job?Why or why not?

Poor hire

Good  hire

Totals

Strong  applicant

20

80

100

Weak applicant

70

30

100

Explanation / Answer

1) Total hit ratio = (80 + 70)/200 = 150/200 = 0.75

The hit ratio is 75%. This is a fairly good number but can definitely improved for better results for the organization.

2) 30% of weak applicants proved to be good hire.

3) 80% of strong applicants proved to be good hire.

4) The banks selection system is fairly good in screening weak applicant from strong applicant as it is bale to weed out the poor hires and retain good hires effectively.

Part 4)

1)The most critical decision is to revamp the selection process to ensure that poor hiring is avoided at all costs. This is because the cost of poor hire can be significant in terms of training costs, poor quality of work and lost efficiency.

2) No most companies that I worked for took a more transactional approach to hiring and the employee selection approach was missing.

3) The companies should have definitely opted for employee selection approach to hiring especially at senior and mid levels since the cost of poor hiring is significant and can also hamper strategic goals of the company.

4) The advantage of employee selection approach is that it reduces the chance of poor hire and increases chance of a good hire significantly. Disadvantages being that it is time consuming and a more exhaustive and costly process to undertake.

5) Employee selection process should be followed for strategic roles and for job roles at senior and mid management roles. This is because the scope for making mistakes reduces at those levels and company should not suffer because of mistake in hiring. For junior level roles, a transactional approach can be taken to reduce of cost of hiring and on boarding.

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