The selection process is really important for a company as it involves the identification of the most suitable candidate, for a particular requirement, from a pool of applicants (Sparrow, 2003, 87). In order to ensure a high-quality decision, numerous strategies have been deliberated but not all of them are effective. In this essay we discuss the importance of establishing really effective employee selection methods. Then we go on to discuss the pros and cons of these selection methods and finally narrow it down to one efficient method that will be adopted.
[...] The three main selection methods, which are interviews, assessment centres and tests, have been studied throughout the essay, and the advantages and disadvantages of each method have been highlighted. The main and common criticisms are that they are costly and time consuming, they rely on the skills of the assessor, and they are not yet free of ethnic or sexual bias. Bibliography Armstrong M A Handbook of Human Resource Management Practice, 8th Edition, FT Prentice Hall Attwood M Personnel Management, MacMillan Chruden H. J., Sherman A. [...]
[...] Since the stakes are important, recruiters use not one but several methods to select the candidates. Those methods are shown below: Methods used to select applicants / y in survey Occasionall used some y used way interviews (panel) contents of CV/application form (that is, biographical) interviews skills interviews (one-to-one) tests numeracy tests questionnaires (pre-interview) example, role playing) (pre-interview) (selection) Source: CIPD, Recruitment survey This table shows that there are three main selection methods, which are the interviews, assessment centres, and tests in general, but to take into account the national differences one can add a fourth method, graphology. [...]
[...] Why is it important to have really effective employee selection methods? What are the main methods, and what are the pro and cons of the latter? The stakes of an effective selection will be first studied, just as a presentation of the main selection methods and the reasons of their choice. Then the advantages and disadvantages of each selection's tool will be highlighted. The selection is an important stage for the companies since the main purposes of this process is to provide information that will help the employers predict whether or not an applicant will prove to be a successful job performer, and also to minimize the costs of replacement and training (if the choice appears to be wrong), reduce legal challenges and result in a more productive workforce (Decenzo 201). [...]
[...] working against the clock) and not adapted to non-native speaker candidates (Torrington 150). The last selection method, the use of assessment centres, has the advantage of providing the opportunity to see if the candidates match the culture of the organisation, and it is seen by the IRS (2002) as one of the most effective way of selecting people thanks to the use of multiple measures. Also, as candidates are placed in different but typical situations, it allows a good analysis of their behaviour. [...]
[...] According to him, selection tests are more reliable and valid selection instruments. Indeed this method is seen as objective since candidates are assessed on the same criteria, allowing a direct comparison between them and as a consequence providing evidence to justify decisions either of rejections or of employment (Price 412). Furnham (1992) also highlights that tests measure substance rather than image (unlike the interview), provide ‘hard' data that can be evaluated for their predictive usefulness in later years, and cover a wide range of abilities and personal qualities that allows a better understanding of behaviour. [...]
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