Selection Methods Flashcards
What are the different types of selection methods?
Application forms - application forms are the initial recruitment tool. Applicants have to complete and answer background details and general questions about their suitability for the job.
CVs or Curriculum Vitaes - CV’s may also be used, though usually with a cover letter.
CVs are calling cards to show off a person’s best attributes or skills.
CVs follow distinct sections such as Education, Qualifications and Work Experience. They run normally no longer than two pages.
References - references are normally the current line manager and another person who can vouch for an applicant’s character.
Depending on the job, references may only be asked for when the job has been offered to the successful candidate.
Interviews - interviews are the most common selection process used in the UK.
They can take the form of one-to-one interview or a panel interview with several interviewers asking the questions.
Interviews are a series of questions which try to establish if the candidate will fit in. Will the candidate do a good job for for the organisation?
Tests may take several forms:
IQ Tests measure a candidate’s mental skills including their numeracy, literacy and problem solving skills.
Psychometric Tests are used to find out a candidate’s personality and involve a series of statements to which a candidate would strongly agree, agree, disagree or strongly disagree with the statement. Conclusions on the candidate’s personality can be drawn from his/her responses.
Medical/Fitness tests measure a candidate’s physical suitability for a job.
Attainment Test is a demonstration of a learned skill. A secretary may be tested on her ability to type 100 words per minute without error.
Aptitude Test measures a candidate’s natural abilities related specifically to a job.
