A company that repudiates to advance its recruitment process will waste money and time if they employ unfit individuals for the critical job (Smith 2006, p.76). Selection and recruitment have both the same purpose; and that is to search out the qualified person in the right…
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Selection methods should be reliable and applicable. Here are different types of recruitment selection methods, along with a brief description of their efficacy as recruitment tools.
Competency-Based Interview: This selection tool has a very comprehensive structure. McLaughlin (in Dayan et al 2008, pg.102) stated that the competency-based interview has a certain degree of rigidity that makes it very precise in matching the applicants skill sets with the prerequisites of the job.
Ellen OMahony, Financial Directions manager, stated that the competency interview is definite when it comes to determining the adequacy of the qualifications appropriate for a specific post. A competency is depicted as the knowledge and skills essential to perform a job; however, individual attributes and attitudes do add up thus making attitudes a critical part of what needs to be assessed. Detailed job analysis is the foundation of a competency interview, leading to a list of job requirements (Dayan et al 2008, pg.102).
Traditional personality tests: These tests are direct to the point, gauging the personality and preferences of the individual. For example, it measures whether the applicant is introverted or extroverted; authoritative or collaborative; a leader or a team player; touchy-feely or cold and so on. These tests help assess key personality traits of the person. To look for consistency, questions are asked repetitively (Taylor 2009, p.35).
The Hogan Development Survey (HDS) is traditional personality test. It is a personality questionnaire that measures deeply rooted and potentially self-destructive predispositions that can be manifested by a person under stress. This questionnaire is extensively used in the UK and internationally across an array of sectors, including financial services, construction, government, IT, airlines, shipping and retail. The HDS emphasizes 11 proven characteristics ...
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Based on this research selection procedures and their accurateness in choosing the right candidates are regarded as few of the most important activities in today's organizations for retaining an edge in the competitive world of business. Huge staff turnover and lower performance than expected are some of the costs organizations are required to bear out of application of unsuitable methods of selection.
Human resource managers use different approaches in achieving their goals. The two widely used employee recruitment methods are systematic selection and competency selection approaches. Systematic selection technique The term selection refers to the process of identifying individuals with the most suitable qualifications and competences from a pool of other applicants to fill a job opening in an organisation.
This is undeniably because it is these individuals who are responsible for actually running the company’s day to day functions, regardless of whether they are frontliners or behind the scenes. Managers and bosses are also important, but the major difference here is that their managerial responsibilities and duties prevent them from attending to the more mundane and/or specialized tasks their subordinates often have to deal with.
Companies from different business recruit employees for the purpose of filling job openings. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations (Hariyani 2008). It is an organization activity that provides a pool of applicants the opportunity to get employed.
Hence, underlying chapter develops in detail the introductory referencing for undertaking the assessment of mentioned factors in context to LVMH. The chapter also discusses the rationale, aims and objectives, methodology and limitation pertaining to the project.
Natural selection is a very important process with the help of which a key process called evolution takes place within a given population of organisms. This paper will present a comprehensive understanding of natural selection; diagrams will be used in the paper to present a comprehensive understanding of the topic.
It will prove to be useful especially for my first aim which determining how social psychology applied in the jury selection process by attorneys and/or juror consultants and will also serve as the basis for our second aim. Jeffrey T. Frederick, Ph.D. is the Director of Jury Research Services National Legal Research Group, Inc.
Graham and Dodd delineated investment as a process of consigning funds into something that after prior detailed analysis (unlike speculation) shows high-level security for the principal fund, as well as the potential for accruing large-scale gains within a specific
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