Employee Evaluation and Selection

Constructs for employee evaluation and selection questions

Construct 2: Personal traits and self motivation

Job motivation

The extent to which activities and responsibilities available in the job overlap with activities and responsibilities that result in personal satisfaction.
(Motivational theory emphasizes the importance of finding a fit between the individual and the job. It is assumed that if a person finds a job intrinsically interesting, rewarding and stimulating, that person will perform well on that job. This point of view emphasizes the difference between characteristics of the work itself and extrinsic motivators such as pay and benefits. It is assumed that motivation for doing the job will be enhanced by a high degree of fit between the things that stimulate and reward the individual and those available on the job.)

Work standards

Setting high goals or standards of performance for self, subordinates, others, and organization. Dissatisfaction with average performance.
(Some positions require people who will do a good job for the sake of a job well done, who will set high personal standards for themselves and those around them. These people will do more than the minimum called for.)

Initiative

Active attempts to influence events to achieve goals; self starting rather than passive acceptance. Taking action to achieve goals beyond what is called for; originating action.
(Some positions require people who will go beyond the norm and will take action beyond specific, explicit job responsibilities. The person high in initiative will originate action rather than responding only to the action of others.)

Tolerance for stress

Stability of performance under pressure and or opposition.
(Stress may be caused by time pressure, opposition of ideas, group pressures, and or task difficulty. If one or more of theses sources of stress are normally part of the job, then tolerance for the specific stress is important.)

Administrative orientation

Achievement of personal satisfaction from administrative performance and responsibilities.

Management identification

Achievement of personal satisfaction from managerial tasks; identify with and accept the problems and responsibilities of management.

Supervisor identification

Achievement of personal satisfaction from supervisory tasks; identify with and accept the problems and responsibilities of supervision.

Professional / technical interest

Active pursuit of information in professional / technical area.

Energy

Maintaining a high activity level.

Attention to detail

Total task accomplishment through concern for all areas involved, no matter how small.

Vigilance

Maintenance of watchfulness and attention over time.

Integrity

Maintaining social, ethical and organizational norms in job related activities.

Ability to learn

Assimilating and applying new job related information, taking into consideration rate and complexity.

Range of interests

Breadth and diversity of general position related knowledge - well informed.

Controlled demeanor

Skill in maintaining composure and objectivity when confronted with personally defence provoking situations.

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