Applicant Testing Process
Organizations often have to make big decisions especially on the choice of individuals to employ, train, remunerate, and retain. The decision-making mainly involves sorting out all the applicants to a specific number, likely to be chosen to be part of the organization. Wal-Mart is a multinational retail corporation that runs chains of large retail stores across the globe. Wal-Mart is the world’s third largest public corporation, and has been associated with massive revenues over the past few years. It has also been credited as the biggest employer globally with over two million employees. Consequently, the fast growing company requires more employees to work in its various warehouses and retail stores. Moreover, Wal-Mart has to formulate and stick to criteria when testing the applicants to employ: capable and skillful people who will be resourceful to the company.
To select the best criteria of testing the applicants, it is necessary to consider several factors. Among them are the major types of tests. Cognitive abilities are the brain-based skills individuals need to carry out tasks assigned to them. They include memory, focus, coordination, processing speed, and recognition. Human mind has both long term and short-term memory. An applicant should be able to maintain information for a long time. Focus is also an essential element because it is the ability to sort different stimuli in prioritizing tasks. The applicants should have eye-hand coordination. This means that the work of the eyes and hands should be synchronized. Applicants should process new information with good speed. This involves the ability to perform all tasks fluently and skillfully. Each applicant has to be good in planning; he or she should think ahead and mentally anticipate the execution of the tasks given.
Applicants should have motor skills. Under this is the aspect of balance. They should be able to balance between work and non-work domains. They should also be good timers. Timing is an important element in the growth of any organization. There also exists an element of general ability or intelligence. The applicants should possess certain skills so that they can propel the organization forward with their contribution. The applicants also should be flexible. This is the ability to do more than one task, including those outside one’s area of study. This is a vital element for a potentially balanced employee. Applicants who desire to be employed by the organization should possess most, if not all, of the above qualities and skills.
To select the best person from the list of applicants, physical abilities must be considered highly. The abilities contain strength, endurance, coordination, and dynamic flexibility. Applicants should exhibit good physical abilities and skills that can qualify them for the positions they seek. Dynamic flexibility is the ability to bend, stretch, and move swiftly to save time. Dynamic strength involves the aptitude to endure and resist muscle fatigue. This enables one to work longer. Applicants should also have stamina so that they can involve themselves physically over long periods. Future employees should possess the quality of endurance. They should be able to endure things like fatigue, standing for long hours and moving all over.
Tests of cognitive abilities allow the management to select individuals who are willing and ready to work and to do their best towards the improvement of the organization. The law allows such factors to be regarded when selecting an employee. An applicant who will not balance between work and non-work domains cannot be selected. Nevertheless, the society may be against the selection criteria by arguing that every individual has his/her own way of showing potential. The law does not clearly specify if using the above criteria is acceptable. With the physical abilities, the law may argue that it is a form of discrimination. However, this is not the case since the company has to select the best candidates for the positions: any simple advantage could make the difference.
The use of cognitive abilities is better than all the other tests because it is mental rather than physical. It mainly depends on one’s ability to think. The test of physical abilities may pose many challenges including misreading and wrong conclusions. It relies on information presented by the applicants and can, therefore, not be proved. Likewise, when applying the test of motor skills, an applicant can easily give information that is not true. Since there is no immediate way to prove the information given, it becomes easy for the applicant to get away with the lies.
The selection of individuals based on cognitive abilities is the best test for the applicants. This method is fair to everybody hence all the applicants have a chance to display their abilities. The test is brain-based and, for that reason, only the best candidates are selected. One cannot easily falsify information because the test is done face to face. A decision is made depending on how the candidates respond to the questions asked. This works best at the interview stage.
Technology has made the application process and selection easier than before. The organization can now post an advertisement on the web and give its address to allow the applicants to apply for the positions from wherever they are without having to travel. The organization can also post application forms on the website. Applicants will have to download the forms, fill in, and send them back. The selection process can be made easier by separating the applications depending on how the forms were filled. This ensures quicker and efficient application and selection process.