The process of recruitment in organizations entails sourcing the right candidate to fit the human resources requirements. This process comprises of two distinct activities, first soliciting and attracting a pool of interested candidates and then selecting the most suitable candidate from this pool. The latter sub-function of identifying the most appropriate candidate from the pool of available candidates is "selection."The traditional recruitment process generally involves a written test supplemented by an interview. In recent times, the paradigm shift in approach wherein human resources have become the sole repositories of knowledge and hence a critical source of strategic advantage for organizations has resulted in the much innovations to the techniques of selection. Organizations have now modified the written tests component by incorporating the benefits of Information Technology and devised various new methods like assessment centers, psychometric testing, graphology analysis, group discussions, and the likes, based on their specific requirements.
[...] candidates for the next round, some organizations interview the candidate first, shortlist candidates based on their qualifications, ability, and fit and then make the final selection based on a written test. There are many types of written tests, the two most common forms being an essay of any length and topic, and multiple-choice objective questions. Other common forms include reading comprehension wherein the candidate would have to answer questions based on a passage, letter writing, story writing, and other forms. [...]
[...] Moreover, this process is not standardized and the rating on how well a candidate demonstrates his leadership or communication skill depends on the subjective interpretation of the assessors. Another disadvantage of group discussions in general is the fact that the effectiveness of a person would depend a great deal on the topic. Even if a person has excellent communication and leadership skills, he or she would not be able to utilize it if he or she is sea with the topic given. [...]
[...] Advantages of Assessment Centers The biggest advantage of the assessment center is that it tests the candidate in a real-work environment. Assessment centers involve testing skills over a wide range of exercises and for an extended period, which ensures that the results would usually be a true reflection of the individual's personality. Through selection methods such as written tests and interviews, candidates make a claim that they are competent for the job. Assessment centers on the other hand provide the candidates with an actual opportunity to prove that they can do the job. [...]
[...] For these reasons, many organizations now confine the interview process as a means to ratify or verify the candidate's performance in the other selection processes, which are more or less non interactive in nature. REFERENCE CHECKS Most organizations conduct a reference check as the final selection procedure. This reference check usually acts as a confirmation to the hiring decision and takes place after the organization decides on whom to hire. The organization solicits from the candidate two references that could vouch for his or her character and integrity. [...]
[...] In this type of interview, a single interviewer, usually the boss in case of a small firm or a senior level manager in the case of large firms interacts with the candidates to establish whether the candidate has the skills, education, and experience required for the position. The interviewer also analyzes whether the candidate would fit into the company culture, easily adapt to the company values, and display traits such as commitment, honesty and the likes. The Tag-Team Interview or the Committee Interview The team” interview is an extension of the one-to-one interview, where instead of a single person interviewing the candidate, a panel of interviewers interviews the candidate. [...]
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