From: Human Resource Manager, Human Solutions Software (HSS)
To: Founder, Human Solutions Software (HSS)
Date: March 30, 2019
Re: Selection Practices
A selection strategy is necessary if the organization is to select the best candidates. The selection should be based on competence rather than any discriminating factor. Equally, in the selection process, the organization should have a reasonable number of potential candidates to choose from. When an organization has a selection strategy, it must clearly identify the position that needs to be filled. As a result, it is in a position to identify the skills that the people who fill that position must possess (Sparrow, & Cooper, 2017). By setting necessary qualifications and attributes that the right employee must demonstrate, the organization is able to have a clear guideline to follow during the selection process regarding knowledge, skill and ability (KSA).
Valid and Reliable Selection Criteria
A valid selection criteria should be employed. For instance, the organization needs to first identify the position to be filled and required competencies. It should then advertise for the position both internally and externally. In the initial screening, it should ignore applications from people who do not meet the basic minimum qualifications and competence (Sparrow, & Cooper, 2017). The shortlisted employees should be called for interviews where their interpersonal skills and fit with the organization is assessed. The best candidate is then selected.
Recommended Selection Process for the Marketing Manager
In selection of the marketing manager, the organization should have engaged in assessment of the interpersonal skills of the manager. This process would have provided a clue on how the manager relates with other people. Equally in the selection process, the organization should not have ignored the views of the direct supervisor to the manager. The supervisor had clearly indicated doubt on the ability of the manager to deliver. Thirdly, it was important for the organization to engage the manager in a probation period of three months before making the final contract to hire him (Farr, & Tippins, 2013). During this period the organization could have identified his addiction problem and opt for another candidate. These measures ensures that the right candidate is selected in an organization
Farr, J., & Tippins,N. (2013). Handbook of employee selection. UK: Rutledge
Sparrow, P., & In Cooper, C. L. (2017). A research agenda for human resource management.
Northampton, MA: Edward Elgar Publishing