Recruitment Technique

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Stages of Recruitment Technique

Resume’s/CV Review
Initial Screening Interview
Analyze the Application
Conducting Tests and Evaluating performance
Preliminary Interview
Core and Departmental Interviews
Reference checks
Job Offer
Some of the key stages are described in detail below

Selection Techniques

It refers to different tests/exercises taken in order to select the right candidate from the bunch of candidates.

1. Psychometric Tests

A standardized sample of behavior which can be described by a numerical scale or a category system (as per Cronbach).

Psychometric Tests- Personality Questionnaires

Thomas Profiling Hiring Technique.
PPA (Personal Profile Analysis)
HJA (Human Job Analysis)
16 Personality Factors (16PF) is first described by Raymond Cattell. It was 185 multiple-choice items which are written at a fifth-grade reading level and there was no right or wrong answers. Personality was determined from the answers of those questions.

16 Personality Factors used to determine the personalities of a candidate

Warmth
Reasoning
Emotional Stability
Dominance
Liveliness
Rule-Consciousness
Social Boldness
Sensitivity
Vigilance
Abstractedness
Privateness
Apprehensiveness
Openness to Change
Self-Reliance
Perfectionism
Tension
2. Assessment Center

An assessment centre is a multi-dimensional approach designed to provide reliable and valid information about a range of competencies of an individual considered to be necessary for successful performance at a target level in a specific job.

Assessment Centres consist of many multiples like

Multiple competencies to be evaluated for in a candidate.
Multiple observers to eliminate the subjectivity & increase objectivity involved in the process. Multiple participants
Multiple Exercises like role plays, case analysis, presentations, group discussions etc Multiple simulations
Multiple observations
Advantages of Assessment Centres

Map the next level challenges and simulate them in exercise ,not based on past performance Not only place right people at right job but also helps in developing participants. AC’s can be customized according to different jobs, competencies and organizational requirements Their validity coefficient is higher than most other techniques used for predicting performance. Disadvantages of Assessment Centres

ACs are very costly and time consuming.
ACs requires highly skilled observers as the observers may bring in their own perceptions and biases while evaluating. Those who receive poor assessment might become demotivated and might lose confidence in their abilities 3. Group Exercises

Group exercises are often a central and crucial element in the assessment. The leading recruiters often use the group exercise as a fundamental tool in the sifting process of job applicants. During the assessment centre exercises you are likely to face some challenging and complex tasks in a group of 8-16 applicants. In certain cases, all applicants participating in the group exercise are applying for the same position in other cases different people may be applying for different positions.

The group exercise’s purpose in the assessment is to predict and assess:

Ability to work in a team
Social skills
Ability to work under stress and pressure
Ability to take initiative and influence others
Communication style: manners, nature, generosity, aggression, dominance, listening skills, independent mindedness and more. The degree of compatibility between your social skills and the skills required for the job opening. Types of Group Exercises

Case studies: In these exercises, the candidates are given a set of papers relating to a particular situation and are asked to make recommendations in a brief report. The subject matter itself may not be important (and even ridiculous at times); the candidates are being tested on your ability to analyze information, to think clearly and logically and to exercise your...
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