DQ: What pre-employment selection methods can be used to find the best candidate that fits the culture of the organization? HRM 635 Topic 3 DQ 2 DQ What pre-employment selection methods can be used to find the best candidate that fits the culture of the organization?

DQ: What pre-employment selection methods can be used to find the best candidate that fits the culture of the organization? HRM 635 Topic 3 DQ 2 DQ What pre-employment selection methods can be used to find the best candidate that fits the culture of the organization?

It is important to ensure that a candidate fits into the culture of the organization. What pre-employment selection methods can be used to find the best candidate that fits the culture of the organization? What message is sent to candidates about the interview process and selection methods of an organization? Clarify how HR can ensure any pre-employment assessments used are not inherently biased.

Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. This method uses different strategies, and tools to interview employees, in order to get the human resource talents, they are looking for. Why do organizations follow these patterns? The different organizations have their own vision, mission, and culture they want to pass onto the new members coming into the organizations. Therefore, (Dessler, 2013) had emphasized that organizations must also have a very clear description of the positions they are hiring for, in order to know what candidates, they will be hunting for, during the hiring process. Therefore, to find cultural fitment, organizations must screen candidates, based on psychometric tests and behavioral interview, role plays, and case studies.

The processes most employers use to find and select the best talent possible for an open position include the following:

• Posting open positions on career sites to solicit resumes and employment applications.
• Pre-screening to eliminate candidates who do not meet the basic requirements of the position.
• Using a preliminary assessment to screen out those who lack the desired level of skills and competencies for the job.
• Performing an in-depth assessment through interviews and job simulations to select candidates with the highest potential for job success.
• Verifying candidates’ stated employment record and qualifications.

There are also other different ways candidates can be interviewed, and there are:

Applicant tracking and resume management: With the new applicant tracking systems, companies are increasingly moving their historically paper-based compliance forms online, creating a number of new efficiencies. When everything is done electronically, all the relevant information is already in the system, if there is an audit. This automation also results in cost and time savings by reducing the amount of paper contained in new-hire packets.

Pre-Screening of Candidates: The pre-screening process typically begins with the review of a candidate’s employment application and resume, followed by a telephone interview. A recent trend among some organizations is to use a candidate’s social networking profile as a tool in the screening process.

Click here to ORDER an A++ paper from our MASTERS and DOCTORATE WRITERS: DQ: What pre-employment selection methods can be used to find the best candidate that fits the culture of the organization?

 Telephone interviews: Phone interviews are a quick, lower-cost alternative to conducting a first-round interview in person. An

DQ What pre-employment selection methods can be used to find the best candidate that fits the culture of the organization

initial phone conversation can give the employer a wealth of information about a candidate’s overall communication skills, sense of humor, ability to listen, attitude and professionalism. During the call, employers first try to determine if a candidate has the right education, experience and knowledge to do the job. They also focus on the prospect’s motivation for applying for a particular job to make sure he or she has realistic expectations.

As a general rule, state and federal equal opportunity laws prohibit pre-employment inquiries that disproportionately screen out members based on protected status unless some business purpose justifies the questions. The EEOC and state agencies take the position that the information obtained through pre-employment inquiries should be aimed solely at determining qualifications without regard to criteria based on irrelevant, non-job-related factors. Selection decisions should be well supported and based on a person’s qualifica