Productivity Improvement

Employee Evaluation and Selection

Constructs for employee evaluation and selection questions

Instructions

The first step in making a effective employee evaluation is to establish the constructs (variables) on which the applicant will be evaluated. These constructs or dimensions are the key performance indicators that are perceived to lead to success or failure in the job. Constructs therefore imply aspects which the individual needs to posses to be effective in the job.

The list of links above itemize key job constructs that are common to many jobs. Each has sub categories (as in communication skills, below) Each is given a definition, together with an explanation of under what circumstances each may be applicable. The person(s) responsible for conducting the job interview for a specific position, then compiles a job profile analysis, from job analysis data. The goal being to determine the key job constructs for the position under review.

The most relevant dimensional information will come from previous job analysis, (the job description and job specification,) plus the supervisor of the vacant position. By asking him / her to relate how successful and unsuccessful people function in the job, this will indicate the constructs which the incumbent must posses or be able to develop.

The next stage would be to determine the employee evaluation questions that will elicit pertinent information from each job applicant, for each of the key job constructs.

Construct 1: Communications skills

Listening

Use of information extracted from oral communications.
(Some positions require people who accurately understand the oral communications of others and who can remember and use data so obtained.)

Oral communication

Effective expression in individual or group situations, (includes gestures and nonverbal communication.)
(Some positions require people who can speak effectively. The focus is on the form of the communication, not the content.)

Oral presentation

Effective expression when presenting ideas or tasks to an individual or to a group when given time for preparation, (includes gestures and nonverbal communication.)
(In some positions, incumbents are required to make prepared presentations. Such presentations are generally planned to a greater or lesser degree and may be given before large groups (business briefings) or individuals (individual sales presentations). The key is that the person has had time to prepare the presentation.)

Written communication

Clear expression of ideas in writing and good grammatical form.
(Varying levels of writing skills are required for different jobs. The ability to convey ideas is important. The degree to which proper grammar and form are important depends on both job and type of communication.)

In the next section, the use to which these constructs are put to in the selection process, prior to compiling job interview questions for each and for particular jobs, profile analysis, is explained.

Next | Profile analysis