Page 25 - Hiring Best Practices

 Before decisions can be made on recruitment and selection or training
and development objectives, organizations need to audit the skills and
positions of their incumbent employees.

 Job analysis considerations:

 Different sources of information may yield different information

 Observing one incumbent rather than another may produce bias
information
Conclusion  Job analysis explains how the position is currently structured, not

necessarily how it should be structured in the future

 No one method of job analysis is superior to another. The purpose
should be considered when choosing an analysis tool.

 Recruitment and selection should be conducted within organizational
strategy and future needs.

 Future recruitment and selection strategies should be based on the
procedures that attracted the most qualified applicants and the
screening techniques that best predicted successful on-the-job
performance.