selection methods Flashcards
name 6 selection methods
-Application forms and CVs
-Interviews
-Testing
-Assessment centres
-References
-Trial periods
describe a CV
A two page document listing a person’s work experience, qualifications and personal experiences
describe an application form
A document produced by the employer, containing questions that applicants answer to provide details of their skills, experience and qualifications
Justify the use of an Application Form
Every applicant answers the same questions, making it easier to compare their answers with those of another applicant
describe interviews
they are designed to compare the applicant’s responses to questions against set criteria.
they can take various forms: with one manager (one-to-one), with a single manager, one manager after another (successive) or in front of a number of people at the same time (panel)
advantages of interviews
-interviews find out how an applicant reacts under pressure
-they give an indication of the applicant’s personality and character
disadvantages of interviews
-some applicants can train specifically for interviews and say what the interviewers want to hear but may not be the best person for the job
-Interviews can be highly stressful. This means an organisation may miss out on quality employees who underperform in the pressure of an interview
advantages of testing
-Helps to judge how well a candidate’s knowledge, skills or personality align with the position they are applying for
-Allows for an easier comparison against other candidates who are asked the same questions
-Can be used to test the accuracy of the information an applicant has given on their CV in terms of skills and qualifications.
disadvantages of testing
-They can be time consuming to carry out
-They may put applicants under too much pressure to perform as they would once get the job
-Candidates may be more prepared on the day and once hired no perform to the same levels evident in the test
describe attainment tests
this allows an applicant to demonstrate their skills (eg. ICT skills by completing a typing test)
performance of candidates can be directly compared
describe aptitude test
this assesses if a candidate has the natural abilities and personal skills for the job (eg. a prospective customer services assistant roleplaying a scenario with an angry customer)
describe psychometric test
this assesses an applicants 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
describe IQ tests
this measures a candidates mental ability; used for jobs where candidates may be solving problems
describe medical tests
this measures physical fitness levels which may be required for certain jobs (eg. the fire service, armed forces etc)
describe assessment centres
these are used 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.
This allows an organisation to scrutinise applicants, to assess their suitability for the job, as well as how they interact with others.
advantages of assessment centres
-allows an organisation to really scrutinise applicants over a longer period of time
-assesses how applicants interact with others
-assesses how applicants react to role-play scenarios that mimic real work situations
-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
disadvantages of assessment centres
-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
describe references
These are used to confirm that the candidate is who they say they are, and that they are reliable.
Usually requested from previous employers and/or someone else with authority, such as head teachers
describe trial periods
Involves an applicant being employed for a short period of time, a day, a week or longer before they are offered the position permanently to make sure that they are capable of doing the job and are trustworthy.
This avoids the business making a mistake by offering a job to someone who isn’t suitable for the business
