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Employee Selection

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Employee Selection Methods for HR Administrator Position at E-Magine Biomedical

Selecting the right candidate for the Human Resources Administrator position is crucial

for the growth and success of E-Magine Biomedical. With the anticipation of doubling the

workforce, it is essential to employ effective selection methods to ensure that the selected

candidate possesses the necessary skills and attributes for this role. This essay discusses four

candidate screening protocols designed for the HR Administrator position, considering the

specific requirements of the role at E-Magine Biomedical.

Application/Resume Review

Application and resume review is a fundamental step in the selection process. It involves

assessing candidates' qualifications, work history, and relevant experience through their

submitted documents (Noble, Foster, & Craig, 2021). For the HR Administrator position, this

method is crucial because it allows the hiring team to filter candidates based on their educational

background, HR experience, and relevant certifications.

Reasoning: E-Magine Biomedical's HR Administrator position requires administrative

skills and experience in HR. By reviewing applications and resumes, the hiring team can quickly

identify candidates who possess the required qualifications, ensuring that only suitable

candidates proceed to the next stage of the selection process.

Reference Check

Reference checks involve contacting the candidate's previous employers or colleagues to

gather insights into their work ethic, interpersonal skills, and overall performance. This method

is essential for evaluating a candidate's credibility and reliability.

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Reasoning: For the HR Administrator role, trustworthiness and professionalism are vital

qualities. Checking references can help verify the candidate's claims and provide valuable

information about their past behavior and abilities in HR-related tasks.

Cognitive Ability Test

Tests of cognitive aptitude evaluate a candidate's capacity for critical thought, problem-

solving, and judgment. A cognitive ability exam can help find applicants who excel in these

areas, as the HR Administrator may need to handle complex HR issues. (Sacket et al, 2022)

Reasoning: E-Magine Biomedical's HR Administrator will be responsible for various

HR-related tasks, including policy development and conflict resolution. A cognitive ability test

ensures that candidates have the intellectual capacity to perform these tasks effectively.

Structured Interview

A structured interview is a method where predefined questions are asked to candidates in

a consistent manner (Gode, Johansen, &Thomsen, 2020). This approach allows for a systematic

evaluation of candidates' qualifications, experience, and interpersonal skills.

Reasoning: The HR Administrator will interact with employees, managers, and

executives regularly. A structured interview helps assess a candidate's communication skills,

problem-solving abilities, and their ability to handle HR-related challenges effectively.

In conclusion, E-Magine Biomedical's growth depends on hiring the suitable HR

Administrator. The hiring staff can find people with the right qualifications, experience,

cognitive abilities, and interpersonal skills through application/resume review, reference checks,

cognitive ability testing, and structured interviews. These selection procedures support the
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company's objective and vision by assuring that the chosen applicant will contribute to high-

quality healthcare goods and service integrity.

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References

Gode, H. E., Johansen, W., & Thomsen, C. (2020). Employee engagement in generating ideas on

internal social media: A matter of meaningfulness, safety and availability. Corporate

Communications: An International Journal, 25(2), 263-280.

Noble, S. M., Foster, L. L., & Craig, S. B. (2021). The procedural and interpersonal justice of

automated application and resume screening. International Journal of Selection and

Assessment, 29(2), 139-153.

Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates

of validity in personnel selection: Addressing systematic overcorrection for restriction of

range. Journal of Applied Psychology, 107(11), 2040.