Recruitment & Selection Flashcards
Describe a psychometric/ psychological Test.
Applicants are asked questions that assess their personality. The tests are used to find out what type of person they are and whether they suit the requirements of the job.
Describe difficulties with psychometric testing
There is no correct answers and applicants should give honest answers. However this does not always happen and applicants may select the answer they think the organisation wants to hear
Describe an aptitude test
This test assesses the natural abilities of applicants on the skills required for a particular job they are applying for. Aptitude tests may assess literacy or numeracy skills
Describe an intelligence test (also known as an IG test)
Assesses the mental capabilities of the applicant. The test can help to indicate how the applicant processes lots of information in a pressurised environment (eg emergency services)
Describe a medical test
Involves a doctor or nurse examining each applicant for any medical issues or concerns which may impact upon their ability to perform duties on the job. For example, pilots have strict medical conditions which need to be met.
Describe an attainment tests
Allows an applicant to demonstrate that they have a specific skill, for example in ICT. A typing test, for example, might be given to a potential administrative assistant to see how many words they can type per minute
Define Internal Recruitment
When the job vacancy is only advertised within the organisation
Define external recruitment
When the job vacancy is advertised both out with and within the organisation. Anyone can apply
Discuss the advantages of internal recruitment
Vacancy can be filled quickly
Employee knows the organisation which saves induction training costs and time
Employee is known by the organisation and can be trusted to do a good job
Organisation saves money on external advertisement costs
Employees will be more motivated as they know there is a chance of promotion
Discuss the disadvantages of internal recruitment
Applicants are drawn from a very limited pool so the organisation may not hire the best person for the job
Promoting one employee will consequently create a vacancy in their old post
The organisation misses out on an opportunity to bring in fresh, new ideas and new skills to the organisation
Employees can resent a fellow colleague being promoted over them. This can cause conflict and relations to become strained
Discuss the advantages of external recruitment
Fresh, new ideas and skills are brought into the organisation
There is a wider pool of candidates to choose from
It avoids creating a further vacancy in the organisation
It avoids jealousy and resistance that is often created by one employee being promoted over others
Discuss the disadvantages of external recruitment
Candidates do not know the org. So induction training will have to be carried out, taking up production time and costing money
Such a potentially vast pool of candidates can mean it takes longer to choose suitable applicants for interviews
Existing staff may be demotivated as they perceive that there is no chance for internal promotion
Higher risk employee is not suitable for the position/organisation/ or worse untrustworthy
Discuss “interviews” as a selection method
All interviews are designed to compare the applicants responses to questions against a set criteria. Interviews can take various forms: “One - to - one” “Successive” “Panel”
Describe the advantages and disadvantages of Interviews as a selection method
Advantages:
- interviews find out how an applicant reacts under pressure
- interviews give an indications of the applicants personality and character
Disadvantages:
- some applicants do not perform well due to high stress experienced during interviews
- can be time-consuming for the .org.
- interviewers can make judgments based on appearance or relationship
- applicants can train specifically for interviews and therefore say what they want to hear - however may not be the best for the job
Describe Assessment Centres
Organisations use assessment centres to see a large number of applicants at the same time. Applicants take part in a variety of team-building and role play exercises as well as a number of tests. Allows an organisation to scrutinise applicants, assess their suitability and see how they interact with others
Discuss the advantages and disadvantages of Assessment Centres
Advantages:
- reduces chance of interviewer bias as the results are a true reflection of each applicants abilities
- assesses how applicants react to role play scenarios that mimic real work situation
- allows an organisation to scrutinise applicants over a long period of time
- asses how applicants interact with each other
Disadvantages:
- a venue will need to be hired - this can be expensive
- several managers required to conduct test - losing production time
- such tests require planning and preparation which is time consuming
What is a CV?
Usually a two page document listing a persons work experience, qualifications, and persona experience.
What is an application form?
Document produced by the employer containing questions that applicants answer to provide details of their skills, experiences and qualities
Application forms make it easier to compare answers with other applicants than a CV does
What is a trial period?
This involves an applicant being employed for a short period of time, a day/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
