The 10 Most Annoying Things in Your Office

While it’s true that our co-workers, bosses, clients, and vendors can sometimes drive us up the wall, they aren’t alone in their frustration-inducing powers. Thethings in an office can also raise blood pressure and drive us to the vending machine.

Expert Market surveyed 1,000 employees in the U.K. and came up with the top 10 things that drive people up the wall. Does your office suffer from some of these?

1. Slow, old computer. When the IT people groan when they see your number come up on their phone, it’s probably time for the boss to spring for an updated computer. You can work much more efficiently if your computer isn’t always freezing.

To keep reading, click here: The 10 Most Annoying Things in Your Office

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122 thoughts on “The 10 Most Annoying Things in Your Office

    1. hr people always analyze in terms of recruitment and selection process. These are some methods/process of recruitment and selection ff:
      -form selection committee, review position description, advertise,receive application, notify and arrange interviews, compile interview question, conduct interview-score candidates, selection, check references and finally formally notify.

      1. i agree with you, HR people/or officer do a deep analyzation in terms of recruitment and selection process and make a certain review to identify the vacant job positon in the organization . So that they have a solid basis on their recruitment and selection process. Thank you starlight101 ! these will be serve as a guidelines on how to recruit and select aspiring people.

        1. Recruitment Process:
          Job Posting Procedures

          Selection Process:
          Candidate Pre-screening, Pre-Interview Checklist, Interview Guidelines. i hope i answered your question.

          1. In order to increase efficiency in hiring and retention and to ensure consistency and compliance in the recruitment and selection process, it is recommended the following steps be followed (also refer to Staff Recruitment and Selection Hiring Checklist). Details for each step include the minimum recommended best practice to attract a talented and diverse applicant pool:

            Step 1: Identify Vacancy and Evaluate Need
            Step 2: Develop Position Description
            Step 3: Develop Recruitment Plan
            Step 4: Select Search Committee Step 5: Post Position and Implement Recruitment Plan
            Step 6: Review Applicants and Develop Short List
            Step 7: Conduct Interviews
            Step 8: Select Hire
            Step 9: Finalize Recruitment

            1. Thank you silent ! these information are very useful. These will be my guide and i can share this to my classmates and friends.

            2. Guidelines:

              1. All recruitment and selection efforts must be coordinated through HR. HR provides guidance and assistance throughout the process.

              2. The hiring manager may collaborate with the Human Resource Administrator (HRA) and HR but has primary responsibility for overseeing the recruitment and selection process to ensure the development of a comprehensive position description, completion and retention of information and documentation. The hiring manager has primary responsibility for ensuring employment decisions are in compliance with University and department policies and procedures. HR will review the selection process and employment decisions for compliance with University policy and applicable law.

              3. The HRA and hiring manager should attend training regarding staffing and recruitment and affirmative action/equal employment opportunity and are encouraged to participate in job fairs and other outreach efforts

            3. such an informative guidelines that you shared. Further, these guidelines can contribute to widen our knowledge about Human resource and i can share to my fellow classmates . Have a nice day wolf and thank you!


              Preliminary Interview
              Selection Tests
              Employment Interview
              Reference & Background Checks
              Selection Decision
              Physical Examination
              Job Offer
              Final Selection

              i dont know the recruitment process sorry for that, anyway i got these information in my last previous lesson.

            5. The 19 Steps in an Effective Recruiting Process by Dr. John Sullivan

              1 — Determine your ideal recruiting target
              2 — Understanding your target’s decision criteria
              3 — Knowing where your target “hangs out”
              4 — Employment branding
              5 — Learning your target’s job search process
              6 — Posting jobs for active candidates
              7 — Directly sourcing “non-active” prospects
              8 — Providing prospects with additional information
              9 — The job application process
              10 – Sorting applications by job
              11 — The initial screening of applications and resumes
              12 — The initial phone screen
              13 — Interviewing and selling qualified applicants
              14 — The final interview
              15 — The reference checking process
              16 — The offer process
              17 — The post-offer acceptance process
              18 — The onboarding process
              19 — Feedback and new hire monitoring

            6. @ mr.think , thanks for your answer. THE stepS IN selection gives us a knowledge on how to be an effective HR .

              @ prisey, the 19 steps by Dr. John Sullivan gives me a solid understanding on how to recruit properly and effective towards the potential applicants. thank you guys!

            7. The intent of the Recruitment and selection procedure is to:

              ensure a fair approach to the recruitment, assessment and selection process, ensuring consistency with equal opportunity principles
              is transparent, whilst balancing the need for confidentiality of all applicants
              promote a timely and efficient process
              ensure clear roles and responsibilities is integrated with workforce planning to ensure that RMIT has the right capabilities in the right place at the right time and at the right cost

      2. @ be Nice, yeah i agree you, the management should build a climate of fairness so that there will be equal opportunity and the management can select deserving applicants that aligned to their skills and capabilities to work. thank you be Nice!

          examination of the selection process will entail eight steps. These steps are:

          preliminary selection
          employment tests
          selection interviews
          verification of references
          medical evaluation
          supervisory interviews
          realistic job previews
          hiring decision

          1. Before recruiting for a new or existing position, it is important to invest time in gathering information about the nature of the job and conducting a job/work anaylsis of that role, asking the following questions:

            Has the function changed?
            Have the work patterns, new technology introduced or new products altered this job in anyway?
            Will there be any changes anticipated which will require different or more flexible skills from the new candidate?
            What skills do we need the new candidate to have that the existing job holder didn’t have but needed?

            1. @forgiven. thank you for your answer/information that you shared.

              @twinkle100, i do believe these answers will enable you to clarify the actual requirements of the job and how it fits into the rest of the organisation. thank you guys for your answer!

            2. Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications.

            3. @Thunder lady, I agree with you the purpose of the recruitment process is to find the widest pool of applicants to provide the greatest opportunity to select the best people for the required roles in an organisation.

            4. The purpose of the recruitment process is to find the widest pool of applicants to provide the greatest opportunity to select the best people for the required roles in an organisation.

  1. @jerome:Management: Recruitment and Selection

    Steps in the Selection Process

    Step 1
    Study and know about employment laws that affect the selection process. (Refer to the chapter on Employment Laws for a brief description of various employment laws.)
    Step 2
    Conduct a position analysis. Learn everything possible about the job (processes, performance factors, working conditions, etc.) to determine what the essential functions are and what is required in terms of knowledge, skills and personal traits to perform the position’s duties satisfactorily. This step is critical, as it lays the groundwork for the following steps. (For information on conducting a position analysis, refer to the chapter on The Position Description.)
    Identify and prepare in detail the minimum qualifications required for the position.
    Prepare a current position description for the vacant position or verify that the existing position description is current. (Refer to The Position Description chapter for a list of what should be included in a position description.)
    Step 3
    Prepare application screening criteria and issue a vacancy announcement. (Refer to The Vacancy Announcement chapter.)
    Step 4
    Prepare questions and screening criteria for the selection interview. (Refer to The Interview chapter and the Appropriate vs. Inappropriate Questioning page.)
    Step 5
    Screen applications and, if necessary, conduct initial screening interview, based on established criteria in Step 4 above. Select the top-ranking individuals for interviewing.
    Step 6
    Conduct interviews based on established criteria in Step 5 above. (Refer to The Interview chapter.)
    Step 7
    Make your selection decision, and conduct reference checks on your choice. (Refer to The Selection Decision chapter, the Veterans’ Preference chapter, and the Reference Checking chapter for information.)
    Step 8
    Orientation. (Refer to Employee Orientation.)
    Step 9
    Probationary Period. (Refer to the Probationary Period chapter.

    1. thank you gurly! your information that you gave it really hepls to widen our knowledge about the selection process of HR

  2. @ronald no, i am marketing management major. i want to know the basic process of recruitment and selection process. can you help me?

  3. @ JEROME: oh i see, well everything is systematic process you need to ensure/ identify what are the job position are needed so that you can create the a solid recruitment and selection process.

    1. we already discussed the nature Human ResourceManagement . HRM is a process of bringing people and organizations together so that the goals of each are met. These are some of the HR work that that I learned

      It tries to help employees develop their potential fully.
      It encourages employees to give their best to the organization.
      It is all about people at work, both as individuals and groups.
      It tries to put people on assigned jobs in order to produce good results.
      It helps an organization meet its goals in the future by providing for competent and well-motivated employees.


    1. Preliminary Interview: The purpose of preliminary interviews is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits. On the other hands preliminary interviews is often called a courtesy interview and is a good public relations exercise.

    2. Selection Tests: Jobseekers who past the preliminary interviews are called for tests. There are various types of tests conducted depending upon the jobs and the company. These tests can be Aptitude Tests, Personality Tests, and Ability Tests and are conducted to judge how well an individual can perform tasks related to the job. Besides this there are some other tests also like Interest Tests (activity preferences), Graphology Test (Handwriting), Medical Tests, Psychometric Tests etc.

    3. Employment Interview: The next step in selection is employment interview. Here interview is a formal and in-depth conversation between applicant’s acceptability. It is considered to be an excellent selection device. Interviews can be One-to-One, Panel Interview, or Sequential Interviews. Besides there can be Structured and Unstructured interviews, Behavioral Interviews, Stress Interviews.

    4. Reference & Background Checks: Reference checks and background checks are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations. However it is merely a formality and selections decisions are seldom affected by it.

    5. Selection Decision: After obtaining all the information, the most critical step is the selection decision is to be made. The final decision has to be made out of applicants who have passed preliminary interviews, tests, final interviews and reference checks. The views of line managers are considered generally because it is the line manager who is responsible for the performance of the new employee.

    6. Physical Examination: After the selection decision is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate passing the physical examination.

    7. Job Offer: The next step in selection process is job offer to those applicants who have crossed all the previous hurdles. It is made by way of letter of appointment.

    8. Final Selection

  5. job vacancy, job analysis, attracting candidates, screening application, interviewing, selecting and appointing, induction and employee evaluation.

  6. @Thunder lady, i agree with you the purpose of the recruitment process is to find the widest pool of applicants to provide the greatest opportunity to select the best people for the required roles in an organisation.

  7. “Recruiting is a process of developing a pool of qualified job applicants” (William McWilliams 2010/2012, p220). To build up a pool of qualified job applicant requires HRM to do job analysis, job description and job specifications. When they analysis job, HRM needs to know what kind of people is suitable for the position, what knowledge the job requires, the reason why people do this job, and what, how, when they do it(William McWilliams 2010/2012, p221).

  8. Selection in human resource management is the same as recruitment. This is the method by which the human resources (HR) section of an organization searches for and recruits employees to fill identified open positions within the company. The role of selection is related to its use as a tool for locating and selecting applicants to fill open vacancies in the organization. Choosing the right candidates is crucial to the success of an organization, because the workforce or labor that has the right qualities will help ensure that an organization meets its goals and targets.

  9. Before recruiting for a new or existing position, it is important to invest time in gathering information about the nature of the job and conducting a job/work anaylsis of that role, asking the following questions:

    Has the function changed?
    Have the work patterns, new technology introduced or new products altered this job in anyway?
    Will there be any changes anticipated which will require different or more flexible skills from the new candidate?
    What skills do we need the new candidate to have that the existing job holder didn’t have but needed?

    These answers will enable you to clarify the actual requirements of the job and how it fits into the rest of the organisation

  10. I think the recruiting process usually includes the advertisement of vacancies by the HR department. It may do this by pacing advertisements in various media or other sources. Sometimes, the organization may prefer to promote candidates from within to fill the vacancies. In such a situation, the company may issue an internal memo or place a notice for application on bulletin boards or the company Web site. The human resources department will accept and review applications, keep in touch with the applicants during the selection process, and inform both the successful and unsuccessful applicants of their positions.

  11. several pieces to the recruitment and selection process: sourcing candidates, reviewing and tracking applicants, conducting interviews and selection for employment.

  12. Recruitment Process:
    Job Posting Procedures

    Selection Process:
    Candidate Pre-screening
    Pre-Interview Checklist
    Interview Guidelines

  13. Recruitment is the process by which a business seeks to hire the right person for a vacancy. Before advertising the job, a job analysis is conducted to see if the position has to be filled at all. A job analysis identifies the roles and duties undertaken in the position.
    The firm writes a job description and person specification for the post and then advertises the vacancy in an appropriate place.

  14. the Managers must decide on the best method to assess and select applicants for a job the ff:
    1.Application forms
    2.CVs or Curriculum Vitaes

  15. @Hakunamatata, thanks for your information. yes, i agree with you. The role of human resource recruitment is to build a supply of potential new hires that the org. can draw on of the need arises, because the goals of recruiting encouraging qualified people to apply for jobs.

    @Fabulous, thanks for your answer that you’ve shared. In line, org. make decisions about who will or will not be allowed to join the org. Selection begins with the candidates identified through recruitment and attemps to reduce their number to the individuals best qualified to perform the available jobs.

    @Wazzup, its a big Yes for the mgt. to gather relevant information before they begin the recruitmetn process. In fact, they do a deep analysis regarding to the vacant job position in order to come up a good result and question are necessary in order to identify what kind of new candidate, they will hire that align to the vacant position

    @robotics, yes, I agree with you. Nowadays most company building and embracing IT and using modern facilitates. with this, they can automatically post the job hiring in their website. Others through media like radio and tv, and also others posting in social media. In these way, people can share the information towerds. Further, the interested applicant can easily send their resume through the help of technology.

    @extreme heart, yes, the mgt. should ensure before they recruit and select the new candidates. They to gather relevant information internally and externally to have a solid basis. Of course preparing question during interviews for them to know who are the applicants confidently answered the question and they pick the deserving persons.

    @milby star, yes, the mgt. should make job posting in the designated area and also theycan used media like: radio and tv ads. In selection process, the mgt. should conduct pre- screening for the applicants so that they can identify the deserving applicants.

    @angel smile, i agree with you, the mgt. should analyze will to hire the right persons with skills and capabilities to fulfill his/her duties. TOday, company more specific about job description and specification. In addition, most company advertise through radio, tv and social media.

    @Happy HR, yEs, I agree. Most business org. they used a method like receiving application forms and CVs to know and see who are the applicants that meet their standards and review their information.

    Thank you guys for your time and effort for sharing your answer.!

  16. Before the business org. do an recruitment and selection process they need to understand what are the important position inside the org. need to be fufill, in order to have a stronger workforce. Im just sharing my idea’s Jerome’s.

  17. For me, recruitment and selection process was not an easy task. You need to review all the information to have a basis and scanning careful. But then again, EVERYTHING IS A SYSTEMATIC PROCESS.

  18. @kinda900, yes, i agree. most company nowadays creating a solid understanding what are importantt position that need to comply/fulfill. Of course, by doing this they have several appropriate reasons to do. With this, they can select the best applicants that have passion to work and skillful .

    @superball, yes, i agree. i believe that HR people their work was not easy because they need to analyze from recruitment up to selection process. So much time and effort to give. Of course all of these need to follow a systematic activity, because everything is on the process.
    thank you guys for your answers. GodBless!

  19. The recruitment and selection (also recruitment and staffing) belongs to value added HR Processes. The recruitment is about the ability of the organization to source new employees, keep the organization operating and improving the quality of the human capital employed in the company. The quality of the recruitment process is the main driver for the satisfaction of managers with the services provided by Human Resources.

  20. @ nicole joy, yes, the main goal of the recruitment and selection is about finding the best recruitment sources, hiring the best talents from the job market and keeping the organization competitive on the job market.

  21. The following steps constitute the main elements in the recruitment, selection and hiring process:

    1. Develop a position description that includes a comprehensive overview of the job—including the role’s responsibilities, competencies, relationships and working conditions.
    2. Determine what resources you will employ to source qualifiedcandidates. 3. Create well-defined selection criteria for use in screening candidates and preparing interview questions.
    4.Ensure that the selection process is fair, consistent, well understood, and legally and professionally executed.
    5. Conduct thorough reference checks on final candidates. 6. Conduct pre-employment testing as appropriate.
    7. Ensure that all candidates being interviewed are managed respectfully and receive timely and accurate feedback.
    8. Maintain goodwill with all applicants—everyone is a potential source of referral.

    1. @babylipstick, thank you for ideas. It is important for the mgt. always build a climate of equality for the potential applicants so that there will a harmony of fairness and also to avoid any biasis. With this steps, the mgt.can now gathered revelant information because their is guidelines to be follow. From this, they can now select deserving applicants to be part in their workforce.

  22. Recruitment and selection refers to the process of attracting, screening, selecting and onboarding people in accordance with the merit-selection rules under the Government Sector Employment Act 2013

    1. @Cheneelicious, yes i agree , everything is on the legal framework. It is important to the company to practice equality during the recruitment nad selection so that the applicants have the opportunity to express their ideas during the recruitment and selection process. In line, the mgt. should follow the legal guidelines implemented by the company . Most importantly, there will be no discrimanation.

  23. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 🙂

    1. @ blaze_jason, thank you for your answer. In line, the basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation whereas the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.

  24. well, i think jerome you need to buy or borrow a book of Human Resource Management there is alot of answers there so that your question to be answered. Thank you.!

    1. @Rosebee, I’LL already read different books from different authors of HUman Resource Management. but, i WANt to gather more information from others in order for me to have a solid understanding about recruitment and selection process. Thank you for your suggestion Rosebee.!

  25. In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly.

    1. @govern RR, Yes i agree with you. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. Thanks for you ideas.

  26. Recruitment is of the most crucial roles of the human resource professionals Why because, the level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. ——–> im just sharing

    1. @bitter smile, yes i agree. In orDEr to have a successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation.

  27. Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources.

      1. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

        i hope I answered your question.

  28. Effective selection is essential to recruit people with the right skills and experience to drive the organisation forward.

    1. @christian_star, yes i agree with you. Because Employers spend a lot of time and money recruiting new staff, so it is important that they follow good practice and get it right first time.

  29. Employers should consider the “reliability” and “validity” of the methods they use as part of the selection process. This means that the selection methods should be consistent and measure what they are intended to measure.

    1. @tajmahal, absolutely, the employers must conduct a test or any assessment activity to have a basis or to assess the the applicants based on the test so that they will have a clear measure for ebery applicants. FroM that, the employers can now select the best applicants that can join their workforce team.

  30. The selection process consists of various steps. At each stage facts may come to light which may lead to rejection of the applicant. Steps involved in the selection are: -application * Preliminary interview: – Initial screening is done to weed out totally undesirable/unqualified candidates at the outset

    1. @raezera, yes I aGree. The selection personnel should be chosen on the basis of their objectivity, professionalism and ability to exercise good judgment in selecting the most suitable person for the job vacancy.

  31. The recruitment is the expensive HR Process, and it eats a large proportion of the HR budget. That’s a fact.!

    1. @elizabeth, absolutely yes. The mere fact is that, the recruitment is about time to hire and the cost of hiring in most organizations. The HR is responsible for the proper management of the process to improve the performance of the recruitment process to keep the managers satisfied. Thank you for sharing your thoughts, elizabeth.!

  32. Whatever the level of position you are recruiting for, it is essential that you get the right person for the job. The right person is someone who brings the skills, knowledge and experience they need to competently do the job.

    1. @ernesto, yes i agree, THAT’s why the company provides full support for the whole recruitment and selection process, using a variety of different solutions to ensure to get the right person for the job. Thank you for your ideas, ERNESTO!

  33. you guys really great ! Your answers really informative and interesting. But I want to share my idea too. The HR selection process is the strategically planned procedural approach developed by human resources professionals and implemented by organizations when recruiting, evaluating and hiring new employees. The process typically begins when jobs are posted internally and externally. Sometimes recruiting tools are used to draw top-qualified candidates for certain jobs

    1. @200_meowk: yes, i agree . because HR managers developed screening tools, such as applications, interviews, tests, background checks and reference checks and begin accepting applications. THANK YOU 200_MEOWK FOR SHARING YOUR IDEAS. 🙂

      1. Selection process begin’s with the preliminary interviews is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits.

        1. @dina_joyce, yes I agree. preliminary interview serves as a step to know the applicants, from this Hr officer can determines who are the qualify applicants can move into the next round of selection. Thank you dina_joyce for sharing your ideas.

  34. Recruitment can be done in many ways namely referral, internal, external, etc. Whatever be the type of recruitment, it always aims to solve the same purpose. The role of recruitment in organizational growth plays a critical part and is hence a must to understand its importance and need.

    1. @readiness_red, absolutely. When recruitment happens, it provides access for an organization to avail to a pool of talent at a single place in a single time. With a high number of candidates, the organization is provided ample skills so as to choose the best one for present or future use.

  35. Recruitment and selection is a process of screening out the right candidate for the job description. On the other hand, selection is the process of selecting the right candidate for the job description.

    1. @sassy girl850, yes I agree. the process of recruitment is a set of techniques and procedures aimed at attracting qualified candidates potentially able to occupy positions within the organization. thank you sassy for sharing your thoughts.!

  36. The process of recruitment is not just a way of selecting an individual into an organization based on his professional skills but also includes analysis of his social skills most of the times. Im just sharing of what i REad.

    1. @Envasion_Future, yes I agree. Choosing of the right candidate with the right attitude is necessary so as to make sure that he fits the job description completely. Thank you envasion_future for sharing your ideas. 🙂

  37. The recruitment and selection (R& S) of the HRM plays a major role in defining, setting-up, qualifying, integrating, and managing human resources according to objectives and goals of an organization.

    I consider R&S to be the force that engineers the attracting, recruiting, feeding, and regulating human resources into a cumulative pool of excellence and hence allocating it accordingly, properly, and intelligently in terms of its needs, objectives, and goals.

    Im just sharing my ideas.!

  38. @THIRDY HAPPY, absolutely.! In line, the process of recruiting and selection of available resources has got to be appropriately allocated according to skills, characteristics, and traits; hence, the right person at the right positions . THANK YOU THIRDY. 🙂

  39. Some companies using E-recruitment includes those practices and activities carried on by the organization THROUGH INTERNET with the primary purpose of identifying and attracting potential employees. (Online recruitment is another name of e-recruitment)

    1. @ SEITON, absolutely YES.! today some companies using intranet to find the best option among incumbents which possess required knowledge, skills, abilities and other characteristics. When the company wants to seek for its favorite potential employee among outsiders the internet is prescribed, but it could be done in two ways. If the company has a strong IT culture and recruitment is something that they do a lot during a year they can invest on their own website to be equipped with necessary modules to handle e-recruitment internally but if due to any reason it is not worth or reasonable to have such a platform, there are plenty of companies nowadays which are specialized to provide them with employees through advertisement, ranging from fully specialized or through social networks. THANK YOU SEITON FOR SHARING YOUR IDEAS.

  40. Recruitment is an aspect of HRM that focuses on the human capital of any business or organization through which the planning of human resource and job analysis is initiated so as to realise the employer’s requirements.

    1. @ S. Flint, Yes i agree.! The recruitment process is an important part of human resource management . It isn’t done without proper strategic planning. Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need. THanks S. Flint !

  41. Before recruiting for a new or existing position, it is important to invest time in gathering information about the nature of the job and conducting a job/work anaylsis of that role, asking the following questions:

    Has the function changed?
    Have the work patterns, new technology introduced or new products altered this job in anyway?

    These answers will enable you to clarify the actual requirements of the job and how it fits into the rest of the organisation. It is recommended that you use the exit interview from current job holders to identify any gaps, problem areas or skills that are required for the new job holder to the employer’s attention bring about effective change in that role.

    1. @esterwood, yes i agree. A systematic approach towards this will show that you are not just thinking about the content such as the tasks making up the job, but the job’s purpose, the outputs required by the job holder, what skills and aptitudes are required and how it fits into the organisation’s culture and structure. Thank you for sharing your ideas 🙂

  42. The selection process has two basic objectives: (a) To predict which applicant would be the most successful if selected for the job, and (b) To sell the organization and the job to the right candidate. The selection process is based on the organizational objectives, the job specification and the recruitment policy of the organization. The various selection processes are initial screening, application forms, selection tests, group discussions, interviews and reference checks.

    1. @ R. Evans, definitely Yes.! in fact to facilitate a near accurate prediction of an applicant’s success on the job, the selection methods should meet several standards of reliability, validity and legality. Thank you R. Evans

  43. The selection process consists of various steps. At each stage facts may come to light which may lead to rejection of the applicant. Steps involved in the selection are: -application
    * Preliminary interview
    * Application blank
    * Selection test
    * Employment interview
    * Medical examination
    * Reference checks
    * Final approval

    1. @hodge, with this steps the company can gather a solid information and the data is used to create a unique job fit profile that lays the foundation for the skills and characteristics required by the company for screening and hiring talented people. Thank you Hodge for sharing your ideas 🙂

  44. Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants. Other techniques of selection that have been described include various types of interviews, in tray exercise, role play, group activity, etc.

    1. @ selectization, yes agree.! This would mean that the management would specifically look for potential candidates capable of team work as being a team player and ultimately improve company performance. thank you !

  45. The requirements for a selection system are knowledge, skills, abilities, and other characteristics, collectively known as KSAOs. Personnel-selection systems employ evidence-based practices to determine the most qualified candidates, which can include both new candidates and individuals within the organization.

    1. @typhoon smiley, yes I agree. Through these selection system the company now can assess or measure the applicants and can create a comprehensive decision to select the best appicants to be a part of the team. But some organizations may hire consultants that specialize in developing personnel-selection systems. Thank you typhoon smiley for sharing your thougth’s

  46. Seriously, is this an internet meme or something? I ask because a bunch of people made the same grammatical mistake, saying “YOUR WELCOME JEROME” like it was on purpose. Whatever, let’s get back on subject. So, can anybody tell me what the effective steps of the hiring process are?

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