Human Resource Management: Employee Selection Analysis Report

This report provides an analysis of employee selection processes within Canadian organizations, focusing on the application of Human Resource Management (HRM) concepts. The report examines the selection process from the perspective of a recent article, highlighting key elements such as job analysis, fairness and diversity considerations, and the selection decision-making process. It discusses the significance of job analysis in identifying essential job responsibilities and competencies, the importance of fairness in providing equal opportunities, and the final selection decision. The report also delves into the impact of shortened interviews, lying candidates, and the need for proper screening to ensure effective hiring. The analysis draws upon HRM concepts from a textbook and references to support the discussion and emphasizes the importance of a robust selection process to ensure that the right candidates are selected and placed in the right positions, ultimately contributing to the organization's overall success and profitability. The report emphasizes the importance of fair and diverse selection processes, which are crucial for organizational success in the global market, and highlights the need for a comprehensive approach to selection, including screening and testing.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Analysis #1
Mcphee, J 2018. Profs find many lie during interviews. Chronicle - Herald ; Halifax, N.S.
[Halifax, N.S] ISSN: 08281807.
Text Chapter
that the article
relates to:
Chapter 6- Employee Selection- Page number- 242
HRM Concepts from the textbook
that relate to article #1- minimum 3
per analysis
Page # from textbook where
HRM concept discussed
Page #/paragraph number
from article #1 where HRM
concept discussed
Job Analysis 245 Mcphee page-1
Fairness and Diversity 258 Mcphee page-1
Selection Decision 275 Mcphee page-1

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Executive Summary
The report throws light on the overall analysis of the process of selection which is being
followed in the different organizations in context of Canada. From the analysis of the
respective article, it was found that the process of selection is different in Canada and other
countries through surveying and interviewing the students who have faced such selection
processes during the recruitment in various organizations. Moreover, from the interview of
the students of the final year, it was being analyzed and identified that the there is inclusion
of longer and shorter interviewing processes which are held in the organizations and through
which the students get selected. Furthermore, there are different concepts which have been
considered while analysing the overall process of selecting the candidates for the right
positions in the organization.
In addition to the same, it can be identified that there are many times when the employees lies
during the process of recruitment, and due to the short selection process, such candidates get
selected and they prefer to hire them for the desired roles without going through the entire
process of selection that includes the preliminary interview, written tests along with
employment interviews. However, due to the shortened interviews, it leads to the negative
impact on the overall productivity following the bad hires.
From the overall analysis of the respective article, the knowledge which can be gained is that
purpose of the recruitment and selection process is to pick up the most suitable candidates
who will be able to meet the requirements of the job. The production and the performance
value the organizations is received by them through making good hires along with replacing
the bad employees who can affect the overall profitability of the firm negatively.
From the respective article analysis and the surveys which have been conducted among the
students, it can be found that good recruitment and selection process will be helpful in

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minimizing the time which is involved in the searching, interviewing and training the
respective employees. In many interviews, the candidates lie to get the job, however the
entire aspect is dependent on the interviewers on the basis of selecting the candidates and
selecting the most deserving candidate for the desired job role in organizations. The primary
purpose of the process of selection is to select the right candidates for the right position in the
job and it will be able to provide the company with profitability as the main motive of the
deserving candidates is to improve the present state of the company and do effective tasks
that will help them in achieving the goals.
In the different Canadian organizations, the good impression is the ultimate aspect which
matters the most and from the same, it can be concluded that such kinds of organizations
follow the most appropriate selection process to select the candidates and offer the positions
to the one who deserve the respective position. Moreover, the recruitment and selection are
the most important aspects in the human resource management practices that will be helpful
in improving the other practices in the organization. Through the appropriate selection
process, it provides opportunity to the managers in the organizations to assess the potential
characteristics of the employees along with personality. The screening of the resumes is the
other aspect that has to be taken care by the employers of the organization in order to select
the right candidates for the right position.
Lastly, with the appropriate selection procedures, the most qualified and deserving candidates
will be selected and they will be the assets of the organizations as well. In addition to the
same, the appropriate process of selection saves a lot of time and the candidates can be
trained along with introducing them to the organizational culture. They will be provided with
the new norms of the organization that is required to be followed by them in order to improve
the overall effectiveness of the firm and gain competitive advantage in the market
appropriately without many issues.

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Table of Contents
Introduction................................................................................................................................2
Process of Selection of Applicants.............................................................................................2
Analysis of Selection Process from the perspective of Article..................................................3
Job Analysis and Design........................................................................................................3
Fairness and Diversity............................................................................................................4
Selection Decision..................................................................................................................5
Conclusion..................................................................................................................................5
References..................................................................................................................................7

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Analytical Report
Introduction
The report throws light on analysing the process of selection of the candidates which
is being followed in the different organizations in Canada. From the analysis of the respective
article, Mcphee (2018), has identified that there are various kinds of process of selection
which is being followed in the organizations and it leads to both positive and negative impact
on the organizational effectiveness. As commented by Mcphee (2018), proper selection of the
right employees is mandatory to be performed in the different companies for the major three
reasons which is inclusive of performance of the overall organization, costs along with legal
obligations as to recruit the deserving candidates in the companies.
The process of Selection of Applicants
There are various processes which are followed in the selection of the candidates in
the organizations that are as follows:
Proper overview of the process of selection through:
 Job Analysis
 Obtaining reliable as well as valid information
Initial Screening through:
 Application forms
 Screening of phones and resumes
Employment Related Interviews:
 Structured Interviews
 Situational Interviews

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Post Interview Screening:
 Proper background checks
 Credit Checks
Pre-employment Tests:
 Type of tests and determination of validity tests
Reaching Selection Decision
 Decision making strategy
 Final decisions
Analysis of Selection Process from the perspective of the Article
Job Analysis and Design
As commented by Mcphee (2018), the proper and appropriate selection of the
candidates is one of the most appropriate aspects which is required to be followed. However,
the job analysis is not being performed in many of the organizations in Canada and other
countries such as USA. During the proper selection and choosing of the suitable candidate, it
is mandatory for the companies for screening the applications of the candidates along with
reference check which is not followed and on the basis of shortened interviews, the
candidates are being selected. Proper reviewing of the different qualifications along with
requirements of the particular vacant position before the selection process which will be
easier for appointing the candidates.
Moreover, Noe et al. (2017), have opined that job design and analysis helps in
capturing the job important responsibilities along with the critical competencies for the
success which will be beneficial for selection the tools for selection and develop the sound

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rationale for the process of selection. However, from the respective article, it can be
identified that in many organizations in Canada, there are shortened interviews which are
being conducted and candidates lie as well to get the job which is affecting the candidature of
the deserving candidates (Mcphee 2018).
Fairness and Diversity
In the process of selection, fairness is essential during the recruitment and selection
process as it helps convey information about the different organizations in any part of the
world. As commented by Aguado et al. (2016), the fairness is one of the critical elements as
to provide the equal opportunities to the deserving candidates, and there should not be any
injustice done to the talented candidates who appeared for the interviews. However, from the
respective article, it has been found that there is no such inclusion of fairness in the process of
selection as the candidates are not being selected after the following of entire process of
selection, rather they are being selected on the short types of interviews without conducting
screening or any written interviews (Mcphee 2018).
Due to the improper selection process that takes place in many organizations, it can be
recommended to the companies along with the HR department to keep a look on the folks
who are reserved and introvert as they may be lying regarding the different aspects of the
qualifications. Proper following of the overall process of selection is mandatory in nature that
will be beneficial for the overall success of the organization appropriately.
As opined by Nankervis et al. (2016), job desirability helps determine when the
reaction of the applicants' matter. For instance-When the applicant is denied with a particular
job which was desirable, it might affect the different attributions they create themselves for
the process of selection (Mcphee 2018). On the other hand, when the applicant highly desires
the job, the procedure of selection is unlikely to affect the likelihood of taking and applying

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for the job. There should be the inclusion of gender biasness in the process of selection which
will prove to be beneficial for the overall growth of the firm.
On the other hand, as commented by Ekwoaba, Ikeijeand Ufoma (2015), the diversity
is the other criteria that should be followed in the different organizations as diversity provides
the organizations with the entire ability to compete with the other companies in the global
market scenario. The different managers in the organizations play a vital role in diversity
management, and the manager has the ability to guide the different candidates and select the
candidates from various educational fields to include innovation in the organizational
activities.
Selection Decision
It is the last aspect in the process of selection, in Canadian organizations; it is
inclusive of the different information regarding the applicants which will be playing a vital
role in selecting the candidates for the different kinds of job roles. It is helpful in the
decision-making strategy of the process of selection which will be beneficial for the overall
effectiveness. As commented by Atherton (2018), the selection decision is the final and most
crucial step which is being followed by the other stages of selecting a candidate.
Before handing the appointment letter to the candidates, the entire process of selection
is mandatory to be followed which will be helpful in increasing the effectiveness of the
process. Furthermore, only the deserving candidates will be filling up the position in the
position in the organization and it will be beneficial for the overall growth of the company as
well (Mcphee 2018). Moreover, the shortened interviews should not be followed by the
different organizations as this will incur various costs of hiring the candidates who do not
deserve and the candidates who deserve will lose their jobs.

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Mcphee (2018), have commented and opined that often the different candidates are
selected on a conditional basis wherein they are hired permanently after the different
employees are satisfied with their work performance and it helps in overall satisfaction. As
commented by Hotho et al. (2018), the following of the proper procedure of selection is
necessary as a considerable sum of money is being spent on hiring the right candidate for the
respective positions in the companies. In the interview selection process, the different
strengths and weaknesses are required to be asked to the candidates and they should be
judged accordingly.
Conclusion
Therefore, from the respective article, it can be concluded that proper selection and
placement of the different employees play a significant role in the overall growth and
development of the organization. Moreover, the proper process of selection is required to be
adopted by the various organizations in Canada as it will be hiring the most suitable
candidates for the desired positions and gain competitive advantage for the firm.

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References
Aguado, David, et al. "Applicant reactions to social network web use in personnel selection
and assessment." Revista de Psicología del Trabajo y de las Organizaciones 32.3 (2016): 183-
190.
Atherton, David E. "Human Resource Management Practices for Public School Principals:
Recruitment, Selection, and Development." (2018).
Ekwoaba, Joy O., Ugochukwu U. Ikeije, and Ndubuisi Ufoma. "The Impact of Recruitment
and Selection Criteria on Organizational Performance." (2015).
Hotho, Jasper, et al. "Coping with Favoritism in Recruitment and Selection: A Communal
Perspective." Journal of Business Ethics (2018): 1-21.
Ingold, Pia V., et al. "Shall we continue or stop disapproving of self-presentation? Evidence
on impression management and faking in a selection context and their relation to job
performance." European Journal of Work and Organizational Psychology 24.3 (2015): 420-
432.
Mcphee, J 2018. Profs find many lie during interviews. Chronicle - Herald ; Halifax, N.S.
[Halifax, N.S] ISSN: 08281807.
Nankervis, Alan R., et al. Human resource management: strategy and practice. Cengage AU,
2016.
Noe, Raymond A., et al. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education, 2017.