Assessment Procedures for Professional Hires Essay -- Assessment Proce

Traditionally when a transmission line is advertised the specification has been formulated in military control with one of two main concepts, person specification, stating the desired personal characteristics for the role or hypothecate description, which details the specifics of the role itself (Casio & Aguinis 2011) but it has been argued that with the rise of psychometric examen and an increasing focus on personality and behaviours, job advertisements need to evolve and incorporate the two (Cook and Cripps 2005). This is done through the process of job analysis.It is crucial to incessantly assess the validity and reliability of job specification information (Harvey, 1991) and hard to downplay its importance as the first point of contact with candidates (Sanchez & Levine 2001). Inaccurate job specifications can be detrimental to organizational effectiveness. Imprecise job information can result in ineffective recruiting and selection practices, increased levels of turnover, lo w job satisfaction and decreased morale (Morgeson & Campion, 1997). Job analysis can help solidify an organisations structure by clarifying roles and expected behaviours (Casio & Aguinis 2011) and should express the organisations values and behaviours. triple-crown job analysis is done when it is carried out in unison between a member of the team close to the specific role in enquire and normally a HR professional (Cook and Cripps 2005).IBM focuses on the competency element of a job specification and thus manages to combine the two approaches. By on the job(p) in conjunction with the Line Manager who is close to the job role, the HR team member or Recruiter is able to combine in the specification the needed practicalities and technical ability as well as the desired personality characteristi... ...Chapman, D. S. and P. Rowe. 2002. The Influence of Videoconference Technology and hearing Structure on the Recruiting Function of the Employment Interview A Field Experiment. Interna tional Journal of Selection and Assessment 10 185-197.Huffcutt, A. I. and D. J. Woehr. 1999. Further Analysis of Employment Interview Validity A Quantitative rating of Interviewer-Related Structuring Methods. Journal of Organizational Behavior 20 549-560.Lievens, F. and A. DePaepe. 2004. An Empirical Investigation of Interviewer-Related Factors that Discourage the Use of High Structure in Interviews. Journal of Organizational Behavior 25 29-46.Harris, M. M. and R. W. Eder. 1999. The State of Employment Interview Practice Commentary and Extension. In R. W. Eder and M. M. Harris (Eds.) The Employment Interview Handbook 369-398. Thousand Oaks, CA Sage.