selection methods

Question 1

name 6 selection methods

Answer 1

-Application forms and CVs
-Interviews
-Testing
-Assessment centres
-References
-Trial periods

Question 2

describe a CV

Answer 2

A two page document listing a person’s work experience, qualifications and personal experiences

Question 3

describe an application form

Answer 3

A document produced by the employer, containing questions that applicants answer to provide details of their skills, experience and qualifications

Question 4

Justify the use of an Application Form

Answer 4

Every applicant answers the same questions, making it easier to compare their answers with those of another applicant

Question 5

describe interviews

Answer 5

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)

Question 6

advantages of interviews

Answer 6

-interviews find out how an applicant reacts under pressure

-they give an indication of the applicant’s personality and character

Question 7

disadvantages of interviews

Answer 7

-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

Question 8

advantages of testing

Answer 8

-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.

Question 9

disadvantages of testing

Answer 9

-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

Question 10

describe attainment tests

Answer 10

this allows an applicant to demonstrate their skills (eg. ICT skills by completing a typing test)

performance of candidates can be directly compared

Question 11

describe aptitude test

Answer 11

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)

Question 12

describe psychometric test

Answer 12

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

Question 13

describe IQ tests

Answer 13

this measures a candidates mental ability; used for jobs where candidates may be solving problems

Question 14

describe medical tests

Answer 14

this measures physical fitness levels which may be required for certain jobs (eg. the fire service, armed forces etc)

Question 15

describe assessment centres

Answer 15

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.

Question 16

advantages of assessment centres

Answer 16

-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

Question 17

disadvantages of assessment centres

Answer 17

-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

Question 18

describe references

Answer 18

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

Question 19

describe trial periods

Answer 19

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