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The Employee Placement Process: Definition & Factors

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  • 0:03 The College Recruiter
  • 0:34 Employee Selection & Placement
  • 3:16 Legal Compliance
  • 5:06 Lesson Summary
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Lesson Transcript
Instructor: Millicent Kelly

Millicent has been teaching at the university level since 2004. She holds a Bachelor's degree in Criminal Justice and a Master's degree in Human Resources.

This lesson will take a closer look at the employee placement process. We'll define the employee placement process and examine legal factors that impact the process of employee selection and placement.

The College Recruiter

A satellite campus for a large university has been attempting to find a local college recruiter for years. First they hired a vivacious and outgoing recruiter who seemed very capable of recruiting students but failed to get along with office staff and faculty. Just recently, the university hired another recruiter who seemed very promising in the interview but failed to deliver results and lacked the recruitment skill set. The college desperately needs to hire a strong recruiter and wonders what they are doing wrong.

Employee Selection & Placement

The employee selection and employee placement processes are linked closely to one another. Employee selection involves selecting the right employee for a particular position, and employee placement involves matching the qualifications presented by an employee to a position that requires those qualifications.

Job Description

In order for selection and employee placement to be effective, a strong and effective job description should be developed to guide the process. There are certain factors that should be considered and included when writing a job description. These include:

  • Interviewing employees that are currently placed in the position to determine what tasks they perform

  • Determining the knowledge, skills, and abilities that are required to perform the position, such as physical and educational requirements

  • Distinguishing between essential and non-essential job tasks

  • Providing the title of the position, whether it is exempt or not, and the salary range
  • Including as much detail as possible about the organization, highlighting benefits, and providing the location

Going back to our example, having an effective job description readily available may allow the university seeking to hire a recruiter to make better placement choices when selecting a candidate.

Selection & Placement

Once a job description has been developed, the process of selecting the right employee and placing them in a particular position can begin. This process may involve:

  • Conducting candidate interviews, which can be done in person or over the phone to determine whether there is a good match between the candidate and the position

  • Testing candidates, which, depending upon the position, can range from psychological testing to a typing test

  • Medical evaluations, which can range from requiring comprehensive physicals to drug testing

Once an employee is selected, they are placed into the appropriate position. When placing employees, it is important to ensure that a proper match is made between the employee and the position. This means that the candidate should present themselves with the knowledge, skills, and abilities as outlined in the position's job description. It is important to remember that the position should never be altered to match the qualifications of the candidate.

Internal Employee Placement

Sometimes it becomes necessary for an organization to place employees already working for an organization into different positions. This is referred to as job reassignment. In these cases, the knowledge, skills, and abilities of the employee should be considered and matched to a different position within the organization. Internal placement initiatives can help both the employee and the organization by avoiding terminations and layoffs.

Legal Compliance

It is extremely important during the employee selection and placement process to ensure compliance with different legal requirements. This includes the requirements outlined by the Equal Employment Opportunity Commission (EEOC), which exists to make sure that fair hiring practices are adhered to by all organizations and prohibits discriminatory practices based on:

  • Race
  • Age
  • Sex
  • Sexual orientation
  • Birth origin
  • Physical ability
  • Religion

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