Recruitment And Selection Summary
- 1. Recruitment & Selection By Melanie Robertson
- 2. Tests Ability & Aptitude Tests Measure specific skill sets. Score gives an indication of existing skills or the ability to learn skills. Evaluates abilities: numerical, verbal, diagrammatic. Multiple choice, under exam conditions. Psychometric And Personality Tests Assess individual preferences in behaviour, attitude and values. Un-timed test, have multiple answers, answers relate to different aspects of your personality E.g. Team-working ability, leadership preferences. Must answer honestly as if you guess your answers you may end up with a job that does not suit you!
- 3. Assessment Centres Extended selection procedure. Lasts 1-2 days, possibly longer. Usually used after the first round of interviews but can be used for the initial selection process. May be held on the employers premises or, more commonly, in a hotel. Typical elements Social/Informal events – meeting & greeting, opportunity to find out more about the organisation & ask questions Informal Sessions - provides more details about the organisation and the roles available. Tests & Exercises - Selectors at assessment centres measure you against a set of competencies and each exercise is designed to assess one or more of these areas
- 4. Internal Vs External Recruitment + Wider audience for the job. + increases the chance that the business will be able to recruit the skills it needs. More training may be needed. More expensive to advertise. Takes longer to complete the selection and recruitment process. + Cheaper to advertise. + Less time consuming. + You will know the candidates. Lack of new ideas/ fresh skills. Will need to find a new candidate for the role left after promotion. negatively affecting morale and commitment of those not promoted. External Internal