This chapter was interesting to me because most anytime I am trained about employee selection and job placement, it usually pertains to me as the applicant. This topic as like all other topics discussed was interesting because it provides the perspective from the other side of the conversation. I have the responsibility of performing interviews in my current position, and I can honestly say that I have never received formal training on employee selection until just as recently as in the past few weeks. In looking at the employees that I have, I think that I have done well in not only selecting employees, but also in placing them in a position and with a coworker that will maximize their potential.
In reading the chapter, there was a chart that really stood out to me. Under Legal Standards for selection there was a chart that was divided between permissible questions and impermissible questions. I understand from other chapters that there are discrimination laws in place. It seems as though the permissible questions are only word adjustments. I guess I'm more of a direct shooter, and struggle at the difference between asking someone if they are at least 18 years old and just asking directly how old they are. If the job opening requires someone to be able to perform a specific task that you as an employer are fully aware that the applicant can not accomplish, is it fair to the employer to carry out the interview? Can it come across as sarcastic when an employer asks "Do you understand the job requirements?" If certain attributes are required to select and place employees appropriately, shouldn't an employer be direct about those expectations? If they teeter on the line of legal standards for selection, shouldn't the main judgement criteria be based on their ability to fulfill an employers needed task without fear of prejudiced judgement?
I still believe that unethical prejudices are wrong and should be viewed strongly, I just pose the concern that perhaps the fear of falling into this category prevents employers from being willing to ask more poignant questions. I think for an employer, selecting employees are an investment in the company, perhaps there should be some emphasis on what they can do instead of what they can not do.