To identify a suitable employee
Recruitment is an activity which aims to identify the suitable employees concerning the required experiences and qualifications. Recruitment would have to announce for the job openings with the required skills and qualifications for the proposed applicants so as to specify the conditions that enable the organization to get the best skilled candidates. Selection process aims to find the qualified and appropriate applicants. The selection process has three common significant components which aim to complete the selection process, these three components are job description, person specification and selection methods [1: CIPD - Recruitment]. There are many types of the section methods which could be considered as Interviews, Reference Checks, Ability Testing, Assessment Centers, Work Sampling/Portfolios, Psychometric Assessment and Graphology. [2: Old and New Selection Methods]
The selection methods could be:
Interview: Interview is a selection procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries [3: Personnel Selection Methods- Interviews]. Interviews make a face-to-face meeting with the proposed applicants, the purpose of interview is to discover whether the candidate is talented and have the required abilities, qualifications and the previous experiences in the same field of the organization business so as to keep new sales team wit high qualifications to achieve the direction the organization’s mission. Objective of interview is to determine whether the job requirements are available or not in person. Interviews could be made to discovery in interview skills could not be detected through the other kinds of the selection methods, where employers could discover the power of Personality and style of speech and talking more than language that Observed clearly in the personal interview, which would be notes more than the another kind of selection. According to the validity of the interviews, we could see that interviews do not provide much evidence of validity of the selection procedure and it is not as reliable as tests.
Ability Testing: tests could be used to measure aptitude, such as competence in literacy or innumeracy, or personality (psychometric tests 'Aptitude tests, Intelligence tests, and Personality tests'). Tests and their results are likely to form a part rather than the whole of a selection process as they provide quantitative but not qualitative information about an individual. In addition, selection tests increase opportunity of choosing best applicant, so minimize high costs of recruiting wrong people. Tests determine the measure aptitude and qualifications of the proposed employees but it could measure the qualifications in a quantities way for each candidate according to the test results so, unfortunately tests do not show the true character and method of dealing with the positions. [4: Cognitive Ability Measures]
Assessment center: Assessment centre is a process, rather than a place, which uses a number of selection techniques, instruments and exercises in combination and designed to diagnose individuals’ development needs. An assessment centre evaluates a person’s potential by observing his/her performance in simulated work situations [4: WHAT IS AN ASSESSMENT CENTER].
The limitations of interview selection techniques:
As we mentioned before, we could notice that interviews are usually has some limitations as subjective evaluations are made and in interviews, decisions tend to be made within the first few minutes of the interview with the remainder of the interview used to validate or justify the original decision. Interviewers form stereotypes regarding the characteristics required for success on the job research has shown disproportionate rates of selection between minority and non-minority members using interviews. In interviews, against information seems to be...
Please join StudyMode to read the full document