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Methods of Selection - Coggle Diagram
Methods of Selection
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Assessment Centres
Advantages
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Reduces the chance of interviewer bias as the results are a
true reflection of each applicant’s abilities and not just what
one manager thinks.
Disadavantages
A venue will need to be hired, if an organisation doesn’t
have its own assessment centre, which is expensive.
Several managers will need to be sent to the centre to
conduct and supervise the tests, losing production time.
Such tests require careful planning and preparation, all of
which takes time.
Testing
Attainment test This allows an applicant to demonstrate their skills, e.g. ICT skills by completing a typing test.
Aptitude test This assesses if a candidate has the natural abilities and personal skills for the job, e.g. a prospective customer services assistant roleplaying a scenario with an angry customer.
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.
Intelligence/IQ test This measures a candidate’s mental ability; used for jobs where candidates may be solving problems.
Medical test This measures physical fitness levels which may be required for certain jobs, e.g. the fire service, armed forces, etc.
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