HR Employee Selection Article Review – Peer Reviewed Article

HR Employee Selection Article Review

Columbia Southern University

HR Employee Selection Article Review

Employee recruiting is the process of identifying and attracting people to work for an organization (Stewart & Brown, 2015). Employee selection, however, which begins after recruitment, is the most vital role of an HR specialist. Proper employee selection is key to ensuring the employee is the best fit for a specific position. The article entitled “Methods of Recruitment and Selection of Employees on the Example of the Automotive Industry” was authored by a Polish professor from Silesian University of Technology named Radoslaw Wolniak. Wolniak performed this study to help understand which methods of hire were more useful during employment selection. The study determines what makes employees choose specific jobs, which recruitment technique was used in recruiting them, and helps outline an employee’s aspirations. It does, however, lack a detailed procedure for employee selection.

The article begins with a fairly clear Abstract that shows an intention to breakdown both employee recruitment and selection. Unfortunately, the actual research falls short in the selection portion. There are also quite a few issues with the language in the article that can may be attributed to it being translated from Polish to English. The article leans more towards understanding what makes an employee notice a potential suiter than vice versa. Human resource acquisition procedures impose high costs, and in the case of improper employee selection combine with deferred costs (repeat procedures) (Marek, 2008). This is a valid point and should be considered during the hiring process. Unfortunately, the article never mentions these points again. It’s simply a one line comment that should have been expounded upon, but wasn’t.

The study was conducted by surveying 15 respondents. There was a fairly even split between mail and females, with females having the slight edge. Some were working class, while others were students. While these splits were good, I would have personally like to see this study conducted with far more respondents. With so few people in the study group, it leaves the works validity in question. In a study such as this, I would like to see as many different perspectives as possible; this could help overcome potential anomalies in the data collected. I would say that a minimum of 250 candidates should have been evaluated to make it possible to establish conclusive data that would be difficult to challenge.

Each respondent was categorized based on method of recruitment. Each was also questioned on personal preference of recruitment method used. While this is beneficial in determining future recruitment option selections, it doesn’t help to understand how the company would then select the candidate that was eventually hired. The respondents were also questioned on what they felt during the process. The most common feeling was general comfort, followed by stressful feelings, and lastly a small group reported feeling embarrassed. Again, there is data being collected, but without any description of why this data is pertinent to future processes. Overall, I was unimpressed with the research conducted and the presentation of resulting data.

Future research should definitely be conducted using different parameters and a much larger field of respondents. First and foremost, the relevance of the information should more closely be reflected in the title. The title includes the term “selection”, but there is little to no reference to the employee selection process in the actual research. Furthermore, the mention of “automotive industry” is merely that, mentioned. There is never any data collected that would indicate this research was directed towards or in reference to the automotive industry. The author was ill-equipped to publish a study in my opinion. I’m am actually in disbelief that this article was ever peer reviewed at all.

References

Stewart, G. L. & Brown, K. G. (2015). Human Resource Management. Linking Strategy to Practice. Third Edition. Hoboken, NJ. Wiley.

Marek, J. (2008). Pozyskiwanie i dobór personelu. Kształtowanie zatrudnienia w organizacji. Warszawa: Difin.