Unit 13 P4 Recruitment And Selection

The aim of this task is about explaining how a manager would prepare for selection interviews ensuring impartiality and optimum decision making(eyesonsclales,2008). Selecting the most suitable applicant by using recognised selection techniques that can be used during interviews and the advantages and disadvantages to using these methods(Bath,2017).

The selection process is a process that aids managers within an organization in choosing the correct choice for an available job role. There are many different techniques which can be used to help managers in making the appropriate decision. Managers must comply with the appropriate laws at the time to ensure that everyone is treated correctly to prevent any legal problems.

Selection interviews are F2F interactions between one or more individuals which will determine whether a prospective candidate will be picked for the job position that has been applied for. In comparison with the screening interview method. Which is an interview method that determines if an applicant has the qualifications required to hold the position. Selection interviews tend to much more precise.

The organisation determines if the prospective
Assessment centre evaluates a person’s aptness for the job, through tasks activities which allows employers to test out the skills that are not necessarily accessible in a conventional interview. Assessment centres are more precise than a standard recruitment process as it grants a broad range of selection procedures to be used during the task. Assessment centres give the chance to evaluate the difference between people that seem alike. Assessment centres have great advantages and disadvantages, for new recruits that have a high expectation but can be let down if the expectation does not meet the reality. Assessment centres can give the illusion that the job fits the values when in fact it does