Methods of Selection
Testing
Interviews
Assessment centres
Application Forms and CV's
By using an application form, every applicant answers the same questions, making it easier to compare their answers with those of another applicant than with a CV
A disadvantage of both is that you don't get to see the personality of the individual, and that applicants can lie.
A CV (Curriculum Vitae) is a usually two page document listing a persons work experience, qualifications and personal experiences.
An application form is a document, produced by the employer, containing questions that applicants answer to provide detail of their skills, experience and qualities. These are often more useful than a CV.
Interviews can take various forms: with one manager (one-to-one), with a single manager, one after the other (successive), or in front of a number of people at the same time (panel).
Advantages of interviews are: interviewers can gauge how an applicant reacts under pressure, and that interviews give an indication of the applicant's personality and character.
All interviews are designed to compare the applicant's responses to questions against a set criteria.
Disadvantages of interviews are: some applicants train specifically for interviews, and will say what managers want to hear, but they may not be the best person for the job, and that interviews can be highly stressful, which means organisations may miss out on quality employees who underperform in the pressure of an interviews.
Tests provide additional information about an applicant; however, they can be time consuming to carry out and may put applicants under too much pressure to perform as they would once they get the job. there are various types of testing
Aptitude test: This assesses if a candidate has the natural abilities and personal skills for a job, such as a prospective customer service assistant roleplaying a scenario with an angry customer
Attainment test: This allows an applicant to demonstrate their skills, such as ICT skills by completing a typing test etc.
Psychometric test: This assesses an applicant's personality and mental suitability for a job. There are no right or wrong answers, instead the test gives an insight into how an applicant thinks and if they would fit into the organisation.
Medical Test: This measures a candidates physical fitness levels which may be required for certain jobs, such as the fire service or the armed forces.
IQ test: This measures a candidate's mental ability; used for jobs where candidates may be solving problems
Organisations use assessment centres to see a large number of applicant at the same time. Applicants take part in a variety of team-building and role-playing exercises as well as a number of tests . this allows an organisation to scrutinise applicants, to assess their suitability for the job, as well as how they interact with others.
Advantages of this are: it allows an organisation to really scrutinise applicants over a longer period of time, it assesses how applicants interact with others, it assesses how applicants react to role-play scenarios that mimic real work situations, and that it reduces the chance of interviewer bias, as the results are a true reflection of each applicants abilities and not just what one manager thinks.
Disadvantages of this are: a venue needs to be hired, if an organisation doesn't have its own assessment centres, which can be expensive, several managers will need to be sent to the centre to conduct and supervise the tests, losing production time, and that such test require careful planning and preparation, all of which takes time
Other Methods
Trial periods: This involves an applicant being employed for a short while, (such as a day, or a week, or longer)before they are offered the position permanently, to make sure they are capable of doing the job, and that they are reliable and trustworthy. This avoids an organisation making a mistake by offering the job to someone who isn't suitable, and potentially having to go through lengthy discipline and dismissal procedures.
References; This is using references, or information from referees. These are used to confirm that the candidate is who they say they are, and that they are reliable. References are usually requested from previous employers and/or someone else with authority, such as the headteacher from the candidates school. a positive is that they can reflect well upon the candidate, and show them to be able. a negative is that the referee could lie, saying the candidate is better or worse than they actually are.