Recruitment & Selection

Question 1

Describe a psychometric/ psychological Test.

Answer 1

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.

Question 2

Describe difficulties with psychometric testing

Answer 2

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

Question 3

Describe an aptitude test

Answer 3

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

Question 4

Describe an intelligence test (also known as an IG test)

Answer 4

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)

Question 5

Describe a medical test

Answer 5

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.

Question 6

Describe an attainment tests

Answer 6

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

Question 7

Define Internal Recruitment

Answer 7

When the job vacancy is only advertised within the organisation

Question 8

Define external recruitment

Answer 8

When the job vacancy is advertised both out with and within the organisation. Anyone can apply

Question 9

Discuss the advantages of internal recruitment

Answer 9

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

Question 10

Discuss the disadvantages of internal recruitment

Answer 10

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

Question 11

Discuss the advantages of external recruitment

Answer 11

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

Question 12

Discuss the disadvantages of external recruitment

Answer 12

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

Question 13

Discuss “interviews” as a selection method

Answer 13

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”

Question 14

Describe the advantages and disadvantages of Interviews as a selection method

Answer 14

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

Question 15

Describe Assessment Centres

Answer 15

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

Question 16

Discuss the advantages and disadvantages of Assessment Centres

Answer 16

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

Question 17

What is a CV?

Answer 17

Usually a two page document listing a persons work experience, qualifications, and persona experience.

Question 18

What is an application form?

Answer 18

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

Question 19

What is a trial period?

Answer 19

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