Intro, Job Jsa Requirements, Recruitment & Selection

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My employee selection process was quite different from what I’ve experienced in the past. After I submitted my resume through Craigslist I received a call from my now manager and went in for an interview. The interview was very lax and it was more letting me know what my schedule and pay would be, following the question of if I wanted the job. I would say the predictor and reason I was selected for the job was because I held the same exact position at another Volkswagen dealership, so I was familiar with the process of how everything goes in a dealership setting. I would say in this situation, that this selection method was appropriate because of the fact that I did have enough experience to jump right into the position at Douglas VW, so it was time efficient to just get straight to the point.

Ultimately, one predictor that could have been used to determine my possible employment selection is an integrity test. I do deal with a lot of cash so the integrity test could’ve given them a sense of whether or not I would be a potential issue to the company when it comes to stealing money. Another predictor that could’ve been used is a drug test. Since my position is cashier, I deal with many people, and the fact that I deal with so much money, not just cash, but checks and credit cards I need to be fully aware of what is going on around me. Some customers ask many questions so I need to be able to explain different things to them and I’m sure I wouldn’t be as helpful if I was under the influence. As well as when processing the payments I need to be sure that I’m imputing the right amount and giving the right change so my register isn’t short any money. Disadvantages to both predictors that could’ve been used, is that for the integrity test I could have passed and still stolen from the company, or for the drug test there are ways a drug user could still pass them with drugs in their system. Both predictors could be accurate of a lot of the time, but there are still ways around them.

Works Cited

Aamodt, Michael G. Industrial/Organizational psychology: an applied approach. Cengage Learning, 2016.