Please enable JavaScript.
Coggle requires JavaScript to display documents.
Talent Selection (Final Selection ( Before the applicants on the short…
Talent Selection
Final Selection
Before the applicants on the short list are weighed against each other the HR manager must consult their references to confirm information they have provided
There is usually enough information available about the applicants to compile a short list of at most three persons
In the final comparison of applicants, it may be useful to interview all three again briefly
What is essential is to record the strengths & weaknesses of each of the final applicants in writing before the final decision is made
After the most suitable applicant has been decided on, the person concerned is offered the job.
If the job is accepted, the applicant usually has to undergo a medical examination to ensure that there are no serious health problems.
Preliminary Screening
The most efficient method for separating undesirable candidates from potential applicants is to compare the application with the job specification.
-
After these activities have been completed, the next step is to have a short interview with the applicants who according to information in the application form, are suitable candidates
Intensive Assessment
Psychological testing usually involves a measurement of the applicant’s personality, abilities & management skills.
A diagnostic interview is used to obtain information that was not highlighted in the tests/the application form
-
Selection
The process of trying to determine which individuals are best suited to fill positions in the organisation, taking into account individual differences, the requirements of the job, and the organisation’s internal & external environments
The selection process to be used for senior management posts can be divided into the following three phases
-
-
-