dfjyt.ppt
- 1. Assessing supply & demand Forecasting future demand Forecasting internal supply Forecasting external supply
- 2. Job & role analysis This is the second stage of the recruitment and selection process
- 3. Job descriptions, person specifications and competency frameworks JD: descriptions of tasks to be under taken PS: human characteristics and attributes necessary for the job CF: focus on behaviours of job applicants and therefore no need to make inferences about the personal qualities that underpin behaviour
- 4. Recruitment methods Closed searches 2001 Word of mouth 58 Links with schools and colleges 41 Head-hunters 30 Responsive method Speculative applications 57 Open searches Local newspaper adverts 89 Adverts in specialist papers 79 National news paper adverts 77 Job centres 73 Employment agencies 70 The internet 64 Local radio adverts 11
- 5. Choice of selection methods TECHINQUES % Application form 86 Curriculum vitae 68 Covering letter 61 Interview 100 Telephone screening 18 Personality test 41 Ability test Assessment centre 34 Biodata 14 Graphology 4
- 6. Accuracy of selection methods 1.0 perfect selection 0.65 intelligence test and integrity tests 0.63 intelligence test and integrity tests 0.60 intelligence test and integrity tests 0.54 work sample test 0.51 intelligence test 0.51 structured interviews 0.41 integrity tests 0.40 personality tests 0.37 assessment centres 0.35 biodata 0.26 references 0.18 years of job experience 0.10 years of education 0.02 graphology 0.0 selection with a pin
- 7. Value of each method Criteria Practicability Sensitivity Reliability Validity
- 8. Selection testing Psychological tests A carefully chosen, systematic and standardised procedure for evoking a sample of responses from a candidate, which can be used to assess one or more of his or her psychological characteristics by comparing the results with those of a representative sample of an appropriate population.
- 9. Psychometric tests First there are tests of achievement that purport to measure the degree of knowledge and or skill a person has acquired at the time of the test. Example – school examinations Second, there are test that are designed to assess the capacity for abstract thinking and reasoning within a range of different contexts and medium. Ravens progressive matrices Third, the set of tests for special aptitudes or abilities, such as the assessment of verbal, numerical or spatial
- 10. Psychometric questionnaires / personality tests These are based on trait or type theories The most common type are the Occupational personality questionnaire Myers Briggs Type Indicator Californian Psychological Inventory
- 11. Differing paradigms of selection Social exchange Scientific rationality Socialisation Socially constructed reality, knowledge and power