Employee selection: will intelligence and conscientiousness do the job?

Article Abstract:

Managers are advised to determine which criterion is most crucial to the employee recruitment practice of their particular companies. Evidence suggests that intelligence and conscientiousness are excellent indicators of employee potential which almost always guarantee success. Both qualities reflect possession of high-level skills that will prove profitable for the company. Managers should likewise assess when to rely primarily on intelligence and conscientiousness and when to rely on precise matching.

Employee Recruitment, Standards, Methods, Employee selection, Intelligence (Psychology), Intelligence levels

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Do chameleons get ahead?

Article Abstract:

Self-monitoring is a process of regulating one's self based on interpersonal and situational cues. High self-monitors sense and respond to signals for self-presentation while low self-monitors are less inclined to adjust for the same aim. However, since hiring, promoting and employee-retention are not separate, self-monitoring must be viewed against the company's specific aims.

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How truthful should you be when evaluating your boss?

Article Abstract:

A study has been made on performance appraisal systems, peer reviews and 360-degree feedback programs. Results show that, although managers prefer employees' accountability for their ratings, employees will be more objective if they are assured of response confidentiality. Therefore, firms implementing such appraisals must ensure anonymity and confidentiality of responses.

Management, Job evaluation

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