Recruitment and Selection Process Piotrowski, C. &

Recruitment and Selection Process Piotrowski, C. & Armstrong, T. (2006). Current Recruitment and Selection Practices: A National Survey of Fortune 100 Firms. North American Journal of Psychology, 4(3), 489-496. Major Thesis In recent times, opinion has largely been split on whether organizations should adopt emerging personnel selection methods or stick to the time-tested selection process. Of particular concern is the utilization of online testing as well as the Internet personality testing approaches when it comes to selection.

It can be noted that the attempt by some companies to adopt emerging personnel selection methods has largely been informed or driven by the growing popularity of the Internet in recent times. In that regard, the internet is increasingly being viewed as a technological application whose adoption could be critical when it comes to bringing down costs associated with the recruitment and selection process. According to the authors of the above article, not all research features have been appreciative of the new developments.

For instance, some articles question the benefits derived from the adoption of the new approaches to selection citing the minimal level of regulation internet selection firms are subjected to. Further, feature articles cite the lack of standardization in job-fit tests as well as the absence of norms as some of the issues that inhibit the effectiveness of online testing and Internet personality testing initiatives in the selection process. The authors note that such concerns have motivated numerous research initiatives with findings of such studies receiving significant attention across the board.

It can be noted that in today's business environment, organizations must be dynamic enough so as to remain relevant in an increasingly competitive marketplace. In that regard, they must embrace innovative business processes that allow them to reduce the costs of doing business while enhancing their efficiency. In my opinion the adoption of innovative and emerging recruitment and selection procedures would be the right step forward. According to the authors, companies today are faced with the challenge of ensuring that the employees they recruit are qualified.

Further, firms are recognizing the need to lower employee turnover. With that in mind, the authors point out that organizations can now easily quench their selection needs by adopting online testing which is increasingly becoming viewed as a convenient system that brings about a perfect fit between speed and cost effectiveness in the selection process.

In their discussion, the authors point out that regardless of the benefits to be reaped through the adoption of online testing in the selection process, many companies continue to apply traditional personnel selection approaches which include but are not in any way limited to structured interviews. In fact, it is against a backdrop of this trend that the authors undertake their study.

In an attempt to paint a more clear perspective of the current trends in the recruitment and selection process, the authors collect recruitment data of quite a number of major American firms. Using this data, the authors proceed to map out the popularity of online personality testing approaches and the traditional time-tested techniques of selection. Their findings are surprising. As a matter of fact, very few major U.S. companies use or plan to use online assessments prior to employment going forward.

However, to be fair, it can be noted that there are quite a number of legal bottlenecks that dot Internet-based selection approaches and perhaps this is the reason why a significant number of major U.S. companies choose to ignore such approaches regardless of their benefits. The grey areas in this case mainly include issues to do with credibility and confidentiality of data obtained from such approaches.

In my opinion, when it comes to the procedures of employee selection, the Internet can be utilized most effectively in the conduction of interviews. This is more so the case in those scenarios where hiring managers cannot converge in a single location. The Internet in such a scenario comes in handy in facilitating not only the exchange but also the review (in a systematic way) of competency requirements.

Further, the Internet can significantly aid the distribution of data and other documents especially when it comes to seeking a review of interviewer ratings. The relevance of the internet can also not be overstated when it comes to simulations. Here, the Internet can be utilized in the presentation of analysis exercises (web-based) to the candidates. Already, some companies across the world are conducting most of their interviews virtually.

Based on cost considerations as well as the need to enhance efficiency in the recruitment and selection process, I remain convinced that going forward, more companies should find a perfect fit of sorts between emerging Internet-based selection practices and the time-tested traditional methods of recruitment and selection. Utility It can be noted that both Piotrowski & Armstrong have presented a strong argument for the utilization of the Internet when it comes to the selection process.

The article is largely relevant in the human resource management arena as it points out that regardless of the benefits to be reaped by adopting online selection approaches, very few companies are ready to embrace the same. In so doing, the authors of the article call for further research in this field. In their submissions, they point out that their findings are essentially exploratory and hence there is need for future investigations that are more in-depth.

Hence in my opinion, this article in addition to inviting other researchers to carry out more studies in the field makes a lasting contribution to the field of human resource management by pointing out or identifying new cost effective as well as efficient trends in the selection process. Given the opportunity to do so, I would apply the findings of the article in the.