Recruitment Technique
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
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