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selection (1. rational vs. processual approaches to selection (applicants…
selection
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4. selection methods
CIPD (2015) : outline the most frequently used selection methods
typically, a combination of two or more of these methods is used
- selection criteria for the post to be filled
- acceptability and appropriateness of the methods
- abilities of the staff involved in the selection process
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the 'classic trio' : application forms, interviews and references are typical forms of selection
- application forms : standardised synopsis of applicant's history
- telephone interviews: all forms of interview have low predictive validity, that is, they are not especially effective at selecting those who will perform well in the job (CIPD, 2015)
telephone interviews have dropped out of the most recent CIPD survey as the most popular selection method
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2. selection criteria
- selection criteria need to be explicitly defined in order to choose the most appropriate selection methods, make credible selection decisions, and validate the selection process (Searle, 2003)
- selection criteria are typically presented in the form of a person specification or competency profile representing the ideal candidate
- the perspectives can be used to determine selection criteria : job fit, team/functional fit and organisational (CIPD, 2015)
- the aim of competencies is to promote objective selection criteria which are explicit and transparent
3. shortlisting
- assess formal applications and select those who are suitable for the later stages such as tests and interviews
- increasingly, there is a less formal stage that precedes this, namely screening via social network sites (SNS)
Roth et al. (2016) : found that nearly half of recruiters in their survey reported searching for candidate information on SNS and around one third did not shortlist at least one candidate based on that information -organisations view SNS such as Facebook to inform decision-making as they can quickly gain information which is often greater than that provided in a formal application
- a fair and objective shortlisting system is essential to avoid bias inherent to the process
- this can be done in one of three basic ways
- using a panel to undertake shortlisting, reducing the likelihood that individual prejudices will influence the process
- employing a scoring system : the short lister scores each CV or application received against the criteria
- making use of e-systems which shortlist candidates electronically - some search for key words
Stone et al (2015) explain that good candidates may be rejected simply because they did not use a particular phrase or word
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- process of choosing which applicant should be appointed to a vacancy
- the costs of poor selection can include : poor performance, additional training, demotivation of others, high levels of absence
- HR and line managers use a variety of imperfect methods to predict which applicant will be most successful in meeting the demands of the job, and/or be the best fit with the work group and culture of the organisation
- Pellizzari (2011) : investigates the selection of unskilled workers in low-productivity jobs. While employers typically invest heavily in the selection of senior-level and/or skilled jobs, unskilled jobs comprise the bulk of vacancies in most countries