ABSTRACT
The last chapter noted that job seekers are empowered to self-select when the organization presents them with accurate and complete information through outreach recruiting or PEQs. Job seekers can then indicate their willingness to be considered for a job by filling out an application form that provides the employer with basic background information. Now it is the organization’s turn to scrutinize the applicants. The goal of management is to ascertain whether the applicant has the both capacity and motivation to contribute what the organization wants and needs from its workers. The hiring manager needs to keep in mind that, consciously or subconsciously, applicants are seeking a situation where their skills have an outlet and where their efforts are adequately compensated. Tom Melohn (1994), the former owner of North American Tool & Die Company, said: ”The definition of good people goes far beyond mere job competence. The basic values of your fellow employees are the real key to success—theirs and yours” (p. 106). In FJA terms, this means that people must be hired to fit both the content and context of the work being done.
