It is very important to match the right employee with the job he or she is qualified in, and comfortable with. When selecting or evaluating employees, there are certain characteristics which they should possess in order to work effectively (Ployhart et. al. , 2005). Some of them include education, some physical characteristics, experience and certain personal characteristics. Predictors used in employee selection should possess validity and reliability.
Reliability ensures that the instrument is consistent and accurate, while validity ensures that it is successful in measuring the desired objectives or traits. The current predictor has a high validity co-efficient, low selection ratio and high base rate. The high validity co-efficient is very useful since it means that the selected applicant has higher chances of meeting expectations of the employer. The high base rate means that in absence of selection criteria, many people would successfully apply and qualify for the job.
The low selection ratio means that the employer will have to apply more selection techniques in order to find the desired employee. In line with these qualities, I would advise my boss to choose a new predictor which has a low base rate and high selection ratio, while at the same time maintain the high validity coefficient. The high validity co-efficient, which would mean that the selected applicant has higher chances of meeting expectations of the employer, will still be retained.
The low base rate means that in absence of selection criteria, few people would successfully apply and qualify for the job, which would increase the chances of finding the desired candidate. The high selection ratio means that the employer will have to apply less selection techniques in order to find the desired employee, which also means that it would increase the chances of finding the desired candidate. The new predictor will increase the chances of finding the right candidate, require fewer selection techniques, will consume lesser costs and require lesser time in the selection process.
Guidelines in maintaining oral and written communication with job applicants. It is very important to maintain constant communication with job applicants in order to ensure the success of the application process (Heneman and Heneman, 2006). One of the guidelines I would recommend is notifying applicants who are to be interviewed on the interview dates, at least a week in advance. This would ensure that they are adequately prepared for the process, which will reduce panic. This would be done in writing or through a telephone call.
These messages should be sent by a professional in the communication field. This would reduce chances of distortion of the message or ambiguity, which would undermine the employee selection process. In interviews and other evaluation processes, both oral and written communication would be clear and not ambiguous. In case of questionnaires, open ended questions would be clear enough to attract the desired response only. The questions would similarly be developed by a professional in the communication field to reduce chances of ambiguity.
During the interview process, non-verbal forms of communication would be clearly analyzed, since they reveal a lot about the candidates. Finally, unsuccessful applicants would be notified in writing on the fate of their applications. This is courteous and would encourage them to apply again in case of new opportunities arising in future. However, their reasons for the lack of success would not be communicated, to preserve the professionalism of the selection process.