Personality Traits & Selection Processes

Personality Traits & Selection Processes

Introduction

Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives.

Most people use the term "personality" to identify the most obvious characteristic of a person, or to refer to a person's social skills. Personality theories try to explain why we think and what we think. Albert Bandura's Social-Learning Theory, Walter Mischel's Cognitive-Affective Theory and Carl Roger's Humanistic Personality Theory suggest reasons that try to explain our overall behavior. These personality theories help explain some psychological disorders as well as psychotherapies and other treatments.

Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside.

Recruitment is the first part of the process of filling a vacancy. It includes the examination of the vacancy, the consideration of sources of suitable candidates, making contact with those candidates and attracting applications from them. It aimed at finding a pool of applicant with the abilities desired by the organization (Rollinson, 2005).

Employing the right person has the potential to, in the long run, save you thousands of dollars. Clearly the right initial choice will save money by reducing turnover but there are many other costs involved, some less quantifiable than others. Most sales managers agree that they cannot afford even one non-productive team member, yet most managers have their own 'horror' stories regarding troublesome or struggling employees. This highlights the importance of recruitment and selection of sales people. Various practices can and should be employed to best avoid the unenviable situation of having hired the wrong person for the job. Effective recruitment processes are imperative in attracting and retaining high quality staff.

Human Resources (HR) Management is a multifaceted function. This entity has an important place within companies in helping key personnel decide on the best staff for their needs, among other things. Sometimes, the employees chosen are full-time employees already working for the company or they could be contractors. Regardless, the goal of HR Management is to choose the most qualified person for the job(Mckenna, 2006).

Recruitment should be preceded by an analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes are desirable and what characteristics are a decided disadvantage.

Discussion

One of the most important decisions comes when having to select an employee to fill a job vacancy. In the current labor market, highly qualified applicants are scarce and, among the ...