Wednesday 5 May 2010

Week 17 & 18 Selection

SELECTION METHODS:

Assessment centres: are used as part of the selection process, all potential candidates are called to the assessment day.It typically include a number of elements:
Social/informal events, where you meet a variety of people, including other candidates, the assessors, recent graduates and senior management. This is an excellent opportunity for you to find out about the organisation and to ask questions in a more informal setting. These events may appear to be informal and not part of the true assessment procedure, but you should behave in a way that reflects well on you. The drink will be free, but resist the temptation to have too much!
Information sessions, which provide more detail about the organisation and the roles available. Listen carefully, as the information provided is likely to be more up-to-date than your previous research. If you are unclear about anything, ask.
Tests and exercises designed to reveal your potential. Assessors at assessment centres measure you against a set of competencies and each exercise is designed to assess one or more of these areas. Do not worry if you think you perform badly at any stage, as it is likely that you will have the chance to compensate later on.
Organisations can assess the following skills on the day: these skills are normally identified as being important in the organisation:
team working skills;
communication skills;
leadership skills;
time-management skills;
listening skills;
motivation and enthusiasm;
data analysis skills;
decision-making skills;
influencing skills;
creativity;
integrity;
initiative.

Advantages and disadvantages of assessment centres:

The main advantage of the assessment center is simple: it works. Taken together, the techniques used in an assessment center provide more information about the candidate's probable success in an organization than anything else that's out there. On the management side, that's good; that's what an interview is for.

On the employee side, the assessment center has been shown to provide greater opportunity for minorities than more traditional interview methods.

If the exercises are closely patterned on the real job, there can be other benefits. The assessors may gain a new appreciation for what the position requires. The candidate can also get a good preview of the work. So if the candidates don't like what they see, they can quietly drop out of the competition.

There are disadvantages.

The main drawback for the employer is cost. Typically, the assessment center will cost at least $500 to $1000 per candidate. There are staff costs. The assessment center will take at least three days for each assessor: one day for training, at least one day for assessing, and one more for making a decision. On the other hand, the cost of this time may be balanced by the reduction in the risk of hiring the wrong person.

There is a more subtle but significant disadvantage. The assessment center was designed to be a staff development and promotion tool. The people being assessed - whether in the military or in a business - already belonged to organizations whose unique goals they understood. When the assessment center is used as a hiring tool, the key element of organizational orientation is absent. This results in a loss of reciprocity in the interview process.

The etymological meaning of "interview" is "seeing each other." The assessment center should and usually does result in very accurate insights into candidates' abilities and potentials. The candidate acts and reacts. The assessors observe and record as impartially and impassively as possible. In its design, the assessment centre aims to approximate a one-way mirror. That's not "seeing each other."

Unless the assessment centre is based on close-to-fact job situations, candidates could walk away from a gruelling day playing stressful and ambiguous games and not have any better idea of what the job entailed, or what their potential boss was looking for, than when they arrived.

Interviews should be reciprocal. It's not enough for the assessors to know they want the candidate to work for them. The candidate has to have enough information to decide if she wants to work for and/or with them. The assessment centre doesn't provide that kind of information. To that extent, it is not only unfair to job applicants, it's also a waste of their time.
(HRM Guide- employee selection 2007)

Selection through CV
This is easy and does not cost the company much, though it can be time consuming it identifies an individual’s history. if the employers need to clarify or want someone to expand on something they can short list the individual and ask them CV related questions to help get an understanding of this individual.
This helps as you can then see if this person can adjust or would be able to work in such a role in which they are applying for.

Interviewing – this can assist of tests and questions being asked on a face to face bases.

Advantages of using an Interview
· If the respondent lacks reading skills to answer a questionnaire.
· Are useful for untangling complex topics.
· The Interviewer can probe deeper into a response given by an interviewee.
· Interviews produce a higher response rate.

Disadvantages of using an Interview
· The interviewer can affect the data if he/she is not consistent.
· It is very time consuming.
· It is not used for a large number of people.
· The Interviewer may be biased and ask closed questions

(answer.com – 2010)







Reference page

From Wikipedia, the free encyclopedia – April 2010
http://en.wikipedia.org/wiki/Psychological_contract
HRM Guide- employee selection 2007 - (http://www.jlarue.com/assessment_center.html)
THE ROLE OF A LINER MANAGER IN HR - CIPD 2009 - http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm
· Charity Delich WISE GEEK 2003 - 2010, conjecture corporation
http://www.wisegeek.com/what-does-a-human-resources-manager-do.htm
· available from: Web.keaston.bham.sch.uk/.../PERSON+SPECIFICATION+FOR+A+SUBJECT+TEACHER.doc)

· CIPD 2010-05-04
http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm

· answer.com – 2010 http://wiki.answers.com/Q/Advantages_and_disadvantages_of_interviews

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