Employee Selection and Performance Appraisal
March 29, 2013
Analysis of the Employee Selection and Performance Appraisal Methods in the Department. Because of the competitive nature of any business, the need and demand of an optimized labor force is critical to the success of any organization. Businesses are consistently searching and recruiting for qualified and retainable personnel. I will discuss in detail the process of interviewing and selecting that has proven to be both rewarding and successful for the organization. Interviewing and Selection Process Before the interviewing process, potential candidates, whose resume’s and applications have been reviewed and found to have met the qualifying factors for the positions, may be called by the hiring official for a brief notification and/or phone pre-screening. Step 1: Develop Behavior Based Interview Questions These questions gives the hiring officials insight on how the candidate would act in specific knowledge and experiences as related to the position being filled; Step 2: Conduct Behavior Based Interview The behavior based interview is one of the most important tools DHS uses to assess the qualifications of the potential candidates, it is a thorough indicator of the candidates future performance and aids in the detection of how an employee will perform, once hired, in certain situations. Step 3: Assess the Candidate In this step the hiring official evaluate the candidate’s personality and professional skills to determine which candidate(s) are best fit for the position. “Responses to the behavioral based interview questions are rated using established DHS indicators that describe the level of proficiency that a candidate demonstrates” (One DHS Interview & Selection Guide, 2011, p. 3). DHS uses the following assessment tools to rate