ISSUES IN THE EMPLOYMENT SELECTION PROCESS 2
Issues in the Employment Selection Process
The selection process involves the publication, short-listing, examination and nomination
of suitable job applicants. Even though the procedure is outwardly repetitive, it is problematic
because it entails planning and decision-making, which can be harmful if executed
inappropriately. The selection process is constrained as a result of improper recruiting plans,
advancement bias, interview standards and costs.
The implemented recruitment strategy is among the notable issues during the selection
procedure (Nikolaou & Oostrom, 2015). Before selecting new staff, the firm ought to determine
the required number (s), possible expenditure and the source of the candidates.
Secondly, the anticipated expenditure impacts the efficiency of the selection procedure.
Nikolaou & Oostrom (2015) suggest that the cost of publication, benefits, recruitment method
and wages, directly affect the success of the process. Furthermore, in a small institution, limited
resources are usually allocated to the process unlike in an established firm.
Ineffective interviewing expertise is the other element that inhibits the credibility of the
selection process. Nikolaou & Oostrom (2015) reveal that work interviews are occasioned by
divisional superiors rather than the HR personnel, thereby restricting the required standards.
Lastly, promotion bias can inevitably obstruct the selection exercise. Most promotions
are cited to be based on prejudice, which limits the objectivity of the process (Nikolaou &
Oostrom, 2015). Essentially, it restricts the realization of new workers who may possess unique
ideas.
The selection process is restrained by interview standards, advancement bias, costs and
improper recruiting plans. Ineffective interviewing standards usually originate from the hiring
personnel who lack the relevant human resource competencies. Secondly, the available financial
