Selecting a Programmer

Selecting a Programmer

Introduction

Finding the right candidate to fill a position is essential to ensure the company retains a good retention rate and enhances a company's organizational culture while also making sure whoever they select have the qualifications and desire to perform well. Hiring the wrong employee is expensive, costly to your work environment, and time consuming.

* Stages of the Selection Process

Here are the steps of the selection process that took place with this particular case. Marie did the following. She planned on having a trainee into the system within two years, and she wanted someone who was smart and highly motivated. This is an excellent move because it results in her setting realistic goals in order to get the position filled, and the person who fills that spot is going to do a good job because of their education and experience. Her employment specialist screened each prospect, and made it equal for each individual to get the job, which made it to where three men and three women were chosen. When one does this, Equal Opportunity Employment was used, and this was an excellent move on her part to have some assistance as well as to make sure that the individuals are able to do the job that is required of them before going on to the next part of the interview process. After conducting structured interviews that were highly in depth, she narrowed it down to one woman and two men. I do not think this is equal opportunity at this point, and should have been at least one woman and one man because it is not fair at this point, which means that a male is more likely to get the job than ever before instead of the female, when both should have a fighting chance. The Vice President feels that the candidates are not qualified, but having them do an aptitude test will demonstrate if they are capable or not. However, they have not done tests for the past two years because of company policy, and this could hinder her in getting the qualified individual in to work for the company.

* Solution

What I would do to make it fair is to have all the candidates take the aptitude test, and not just the "questionable" candidate. The testing will demonstrate equal opportunity employment, and this will help her to narrow down the choice all the more. It is also possible that the VP is showing some level of bias, and prefers a male for the job more than anything, and in this case, that shows discrimination. Any of the prospects could choose to sue if they knew that was the case with the job possibility. Marie should be the one giving the test, and not the Personnel Department because she is the one who will decide who will get to work for the organization, and not those in that particular department. I think after the test is given she needs to discuss it further with the