Introduction
Selection refers to the process through which an organization chooses candidates with the appropriate qualifications to fill a particular role. Getting the process wrong is detrimental to the organization’s success. Founded by Kenneth Johnsons, who currently sits as the board chair, Johnson’s care company is a medium-sized corporation (Hamza et al., 2021). It offers personal care services and materials for various organizations and across borders. It is looking for a suitable candidate for the public and marketing assistant post to join its corporate communications team based in Singapore (Caligiuriet al., 2009).
This report will advise on the best candidate to fill the position by assessing potential candidates’ CVs based on a set of provided criteria. The candidates will be assessed based on their knowledge, skills, attitudes, and other characteristics (KSAOs). Pertinent methods employed to evidence the KSAOs will also be presented and justified by considering their reliability, validity, fairness, and utility.
Knowledge
As far as knowledge is concerned, the applicants will be assessed on their competence in various skills. In the public relations and marketing assistant position, a key focus will be given to candidates’ experience in the area, including their prior involvement in writing advertisement-related materials such as banners (Abbas et al., 2021). Their familiarity with social media sites, including LinkedIn, Twitter, and Facebook, will also be assessed. Their capacity to work under pressure in the department will be critical, and their ability to handle queries from superiors, including urgent calls, and their research abilities will be assessed.
Skills
Applicants’ skills in relation to the position will be evaluated. Their dexterity in directing phone calls and related responsibilities to the proper staff will be critical. Candidates should have problem-solving abilities and skills that are inclusive and collaborative. The public relations and marketing assistant position will need a person with excellent administrative skills to help in roles such as note-taking during meetings, and thus, they will be assessed. Verbal and interpersonal communication skills are vital as they will enable brilliant communication with employees and clients. Johnson Care Company has embraced technology in all its aspects of operation; thus, potential employees will be evaluated for their prowess in IT skills.
Attitude
This entails the candidates, outlook, feelings, and mindset toward managers, clients, support staff, and colleagues in the workplace and how they carry themselves. Johnson Care company’s success will rely on the candidate’s worldview. Therefore, how the candidates view life will also be a factor in the judgment. Another criterion for attitude (others) is their ability, including how far they can go to solve intricate roles.
Methods to Evidence KSAO’s
Suitable methods will be needed to evidence the KSAOs for a fruitful selection process. This will enable Johnson’s care company to select a candidate that will enable it to achieve its objective and goals in the public relations and marketing department. The suitable methods to assess the KSAOs will be tests, interviews, group tasking, use of curriculum vitae, references, letters of application, application forms, and interviews.
Tests
Offering both oral and written tests to the applicants will be handy in helping evidence KSAOs. The tests will entail requesting the applicants to perform a particular pertinent activity, such as calling them and having them receive a call or asking them to call a relevant company department. This will help assess their communication skills, view how they can respond to unanticipated duties, or if they can work under pressure.
The test will examine various aspects: for example, for skills, there will be written tests that will evaluate their knowledge of IT. For attitude and knowledge, there will be tests to measure the candidate’s honesty, including integrity tests and cognitive capability, which will measure their mental capacity (Nikolaou, 2021). Personality tests will assess the relationship and features between applicants and how they will perform on the job in the future. The candidate’s physique will be assessed through physical capability tests and intelligence through cognitive capability tests.
Reliability, Validity, Fairness, and Utility
When it comes to reliability, tests offer a chance to help grade the capability of the candidates. Those who perform well will be better suited for the job than those who fail. This shows that the claim being tested is valid. When it comes to fairness, the test provides a common way to measure all the applicants (Karim et al., 2021). In the process, the company will find a useful candidate for the public relations and marketing assistant position, thus achieving utility (Groene et al., 2022). Overall, by offering tests and getting the right candidate, the company will have the reputation of an equitable, dependable, and legitimate selection process.
Interviews
Interviews will entail Johnson Care Company inviting the applicants to answer questions to the panel in either a Zoom meeting or a face-to-face. To ensure that KSAOs are evidenced from the interview, the interview will involve questions that seek to exchange concepts and explicit communication between the candidate and the panel (Cahyadi et al., 2022). Specifically, three types of interviews will be conducted: case interviews, competence interviews, and behavioral interviews.
Case interviews will be geared toward exploring the candidates” skills and knowledge. It will entail offering a problem to the applicant and asking them how they would solve it. It will provide John Care Company with the opportunity to assess the problem-solving skills of the candidate (Karim et al., 2021). In competency interviews, attitude will be the main focus: the interview will entail questions seeking to explore how a candidate managed a significant obstacle they once faced (Macan, 2009). For example, if they have ever met an irate client, how did they deal with them?
It will help determine a candidate’s attitude to stubborn clients and their ability to handle them. This has the effect of affecting the image of Johnson Care Company. Behavioral interviews will have a general approach at all the KSAOs, taking into perspective how a candidate handled a specific issue at an earlier job and envisaging how, in the future, they can handle an identical matter (Ye, 2022). The interviewing panel will have multiple questions to help explore the candidate’s behavior more and determine if they are appropriate for the role.
Reliability, Validity, Fairness, and Utility
An interview is a dependable method as it compares the performance of all candidates to gauge how they like a set of questions, hence guaranteeing fairness. It is valid as questions asked during the interview are based on a candidate’s competencies (Victoria State of Government, 2020). The fact that all applicants have identical questions posed to them shows reliability. In addition, an interview offers a chance for both the interviewee to find a job and for the company to fill the role; hence, utility is achieved.
Group Tasking
The primary purpose of group tasking is to evidence the KSAOs in the context of teamwork. John Care company panel will assign the candidate a task and require them to address it as a group. The panel will then assess them through observation for knowledge, skill, and attitude. The panel will examine how each group member contributes towards the task’s accomplishments and award each point. For attitude, the aim will be to see the effectiveness of an applicant while working with the rest and if there are any disagreements about how they solve them.
Reliability, Validity, Fairness, and Utility
The reliability of group tasking in candidate selection is evident. It delineates a clear line among persons, enabling the identification of those who deliver best when they work alone and those who are best when working as a team (Juthika & Ayesha, 2020). It also helps identify those that fit the qualities of a team leader. When the company offers identical tasks, this exemplifies fairness in the selection process. Overall, it authenticates the equity, utility, reliability, and validity of the process.
Curriculum Vitae
A curriculum vitae is an essential document that any selection process should request from its candidates. It summarizes the applicant’s academic background, experience, and awards. This document will be vital in determining if Johnson’s Care company candidates have attained the needed requirements, such as if they are graduates (Fuller et al., 2021). Awards and research in public relations and marketing will show the company’s selection panel the candidate’s dedication.
Reliability, Validity, Fairness, and Utility
Any assessment is valid and reliable when it measures what it is supposed to asses and delivers the expected result. It is fair and has the utility aspect when it is aligned with the standard it intends to measure. Curriculum vitae offers Johnson Care company a chance to assess the capabilities of candidates; hence, it is valid and reliable. By helping the company have a chance to assess the qualifications of candidates through an identical process, fairness and usefulness are achieved. mirror
Reference-Based Assessment of Applicants
This involves the assessment of an applicant’s capability through the evaluation of their performance in previous jobs. Such information is collected from vital sources such as schools that the applicant attended or even their former employers (Selase, 2018). This step usually helps finalize the selection process; the referee that the applicant has listed in the CV also helps determine their knowledge, skill, attitude, and other aspects, such as whether the candidate is trustworthy. A good reference is vital to a good selection process for Johnson Care Company.
Reliability, Validity, Fairness, and Utility
The reference method of verifying a candidate’s information validates their documents and qualifications as reliable (Sharma & Pandit, 2021). This is done through the assessment of the candidate’s past performance (Sharma & Pandit, 2021). Through the applicant’s past, the company is able to validate the best-suited candidate. The fact that the most appropriate candidates are chosen indicates the utility and fairness of references in the selection process.
Letter of Application
To ensure credibility while evidencing KSAOs, John Care Company should require the candidate to write an application letter. Here, the company will better assess the applicants for the KSAOs. Key information that the selection panel should look for includes what the applicant states as the reason they should get hired by the company and the impact they will offer the company. It is also vital that the selection panel verifies that the applicants have outlined references in the letter (Bans-Akutey et al., 2022). This will be key to performing a background check, as indicated earlier.
Reliability, Validity, Fairness, and Utility
The letter of application approach will ensure validity and reliability for Johnson Care company since all the applicants are capable. But how they approach their writing of the application letter will help demarcate those with exceptional qualities for the position and in this way validate them for the position (Sarah N et al., 2018). In addition, the application letters give applicants an equal chance to express their enthusiasm towards working in John Care Company’s public relations and marketing assistant position. This demonstrates the fairness and usefulness of the selection process.
Application Forms
The application forms will include a series of questions enquiring about information that Johnsons Care Company aims to know from the applicants. This will include questions regarding specific aspects of the public relations and marketing assistant role, delving deeper into what it entails. The questions will also help highlight the knowledge and skills of what the applicant knows and what they think they fall short of (Otiato, 2019). Attitude and abilities will also be assessed through questions that seek to corner the applicant, such as why they were dismissed in an earlier role.
Reliability, Validity, Fairness, and Utility
These application forms have been used each time Johnsons Care Company recruits new employees. They have consistently shown positive results: they are thus reliable and valid (SharmA & Pandit, 2021). There is fairness in using the forms as each applicant is answering identical questions thus assessed using an equal criterion (SharmA & Pandit, 2021). Usefulness is achieved by using the forms to help the company select the appropriate candidate through the detailed responses offered.
Conclusion
The selection process is very beneficial in helping any organization find the most suitable candidate. For Johnson Care company, the above process will aid them in getting the best contender for the public relations and marketing assistant position. This will be done by assessing the outlined knowledge, skills, attitude, and other characteristics through the methods indicated. The justification presented based on reliability, validity, fairness, and utility helps indicate the reputability of the methods adopted in the selection process.
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