Reference no: EM132239985

Effective employee selection is a critical component for the immediate and long-term success of an organization. That is, how employees perform their jobs is a major factor in determining how successful an organization will be. The performance of the Job is usually determined by individual’s ability to perform a particular task or function and the individuals hard work and effort put forth in accomplishing the job. Through effective selection, managers can ensure the right qualified candidates are hired and retained for the right jobs.

In this case, Gild’s algorithm should address several selection method criteria to ensure that the hiring and interviewing process was a success. First by taking into consideration the reliability process to ensure that the organization uses statistical tests to compare their result over time by use of correlation coefficients. On the other side, it should also address the extent to which the performance on a measure such as a test score is related to what the measure is designed to assess as well as generalize the selection method by ensuring that it applies not only to the situations in which the method was originally developed but also to other organizations, jobs and applicants to avoid bias.

Lastly, all selection methods must be in accordance with all existing laws and legal precedents because the information gathered at the time of selection may consist of information that workers consider confidential, therefore employers should collect data only at secure Web sites.

My personal recommendation on how an employer could use interviews along with Gild’s scoring method to arrive at a fair hiring decision is by having an employer aim for a fair process that focuses attention on each candidate’s ability to perform job duties effectively. The best practical way to do this is to have a multi-person panel conduct formal interviews to avoid personal bias. Taking it a step further, the panel of the interview should reflect the variety available in the organization by developing a set of questions related to the job’s essential duties and responsibilities. Before the start of the interview, I would suggest the panel to form an answer guide showing the desired/appropriate answers and some sort of documenting scheme where every member of the interview panel can record and score all answers of the potential candidate against this guide (Manlove, 2013).

This type of procedure will assist the employers from making decisions based on subjective and bias thoughts. Therefore, managers who base themselves on this type of evaluation process can safeguard themselves when explaining why select candidates qualified or did not qualify for the job if a human rights complaint is filed.