Improving Selection in Smaller Companies

Improving Selection in Smaller Companies The most obvious advantage of such selection processes is that extensive testing and interviews enable the employers to hire the best fitted personnel for the respective position. The companies that used this extensive selection process did report a lower turnover. Besides the obvious testing of work related abilities, the companies in case could select the workers that could best fit into the team already in the company.

As we could see, they did not resume at testing professional abilities, but included personality tests (City Garage focused on different personality characteristics such as dominance, influence, steadiness, and compliance). The use of such an extensive selection process could enable the companies in cause to decide whether the possible future employee would fit in the work place and would relate to his fellow workers. They tend to put (especially the second company) an increased accent on the social side of a worker.

By testing his psychological capabilities in order to see if he would integrate, they are insured against losses occurred because of misunderstandings or arguments at work. The first example from Jellyvision showed a company more than interested in the potential of the future employee. Although slightly exaggerated in my opinion (50 pages of written tests seem a bit extreme), these tests allowed the company to be sure that the person was the most indicated for the job. Take the HR Director, for example.

He was supposed to meet several expectations within the company. An extensive testing process made sure that the candidate chosen in the end was indeed the most suitable for the job. 2. From my point-of-view, it would be the large firms that would actually be more entitled to use these processes. I will further argument this. In large companies, the costs related to an error of selection of an employee are much greater than in the case of smaller company. Let's take the example of the car service.

This is a small car service that has a procedure of no less than 4 different levels. 4 different levels of testing and interviewing to hire a mechanic?! What would be the number of levels in the case of a rocket scientist? What are the costs of this company in case the employee does not do his job properly? Do they really justify the selection process? Though figures tend to contradict me, I can affirm that they do not and that it is most probable that half of.