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Methods of Selection - Coggle Diagram
Methods of Selection
Application Form - sometimes the AD states the applicant should reply by writing a letter of application.
Should include:
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Details of personal hobbies, interests and achievements.
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Disadvantages
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May contain false info, eg, qualifications.
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Curriculum Vitae (CV) - a list of all the applicant's qualifications, work and achievemengs to that date.
Advantages
Contains all details of applicant's education, qualififcations and experience.
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Disadvantages
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May contain false info, eg, qualifications.
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When the employers receive all the application forms, letters and CVS, they will sort them into gwo groups - suitable and insuitable.
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Interviews - applicants meet representatives of the business to answer questions and dicuss the post. They are all asked the same questions so the employer can lager compare the answers.
Advantages
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Shows applicant's personality, appearance, attitude and confidence.
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Testing
Practical tests
More usual in the selection process for manual, practical jobs.
Applicant would be asked to undertake a piece of work which would test skills required in the business.
EG, applicang for a computer operator may be asked to key in a letter or construct a database. This shows the employer whether the applicant's computer skills reach the level required in the business.
Psychometric tests
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Provides description of personality of applicant and the results are compared with the person specification.
Applicants have to answer a multiple choice questions about themselves which are designed to show what they like or dislike, or how they would react in certain situations.
Presentation - the applicant would be given a title in advance and tokd the length of time the presentation should last.
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