Almost all organizations request applicants to complete an application form of some type. The application form also serves as a guide for the employment interview. Since interviews can be rather flexible, any missing pieces of information about an applicant can be collected at this time. As a selection method, interviews are problematic.
Related Introduction A core part to the central activities that underlie human resource management including acquisition, development, and reward of workers, is recruitment and selection. Recruitment and selection refers to the process of sourcing employees and entails attracting, screening, and selecting individuals qualified and suitable for a given position Foot and Hook, Recruitment and selection of appropriate employees is paramount to the success of any organization ensuring that the organization has the necessary skills, knowledge and attributes enabling it to meet strategic and operational requirements currently and in the future Rees and French, ; Gusdorf, Recruitment encompasses the search for and the obtaining of a pool of potential candidates with desirable knowledge, skills and experience to fill particular positions with defined descriptions and specifications.
The purpose of this process is the obtaining of a wide pool of applicants which provides the greatest opportunity for the selection of the best and most suited people for the required roles Foot and Hook, Selection, therefore, refers to a process involving effective, fair and equitable assessment activities through a variety of methods used to obtain suitable individuals to join an organization Torrington et al, Selection is one of the last stages in the recruitment and selection process and includes various methods through which an employer makes a choice of suitable individuals from the short-listed group in the recruitment stage, eventually leading to an employment decision Gilmore and Williams, This paper outlines the different selection methods available to organizations including: The latter technique is discussed at greater length focusing on how it might support the selection process.
To obtain such accurate information, multiple methods should be employed giving greater accuracy in matching people to jobs.
Following is an outline of selection methods beginning with preliminary techniques. Selection criteria This method is a filtering tool which entails asking candidates to formally address selection criteria. Given the time taken to complete the task, however, it can act as a deterrent to prospective candidates if given to early.
It is therefore more effective when candidates undertake it as part of interview preparations, with the increased chance of securing the job justifying the investment of time Gatewood et al, Peer assessment This method involves the involvement of a range of people with different relationships to the candidate in inquiry about response and behaviour suitable for a particular work situation or role.
This method is often used to predict future managerial and leadership success. It helps to derive feedback which has been tempered for bias and enhances the capacity to predict possible future capacity Gusdorf, Telephone and video interviews Assessment of candidates via telephone and video calls is often applicable in cases where the position is likely to attract candidates beyond national borders or in distant areas.
Telephone and video interviews may also be useful in the shortlisting decision where there are a large number of candidates shortlisted as suitable Gusdorf, Structured interviews This is a popular method with many organizations relying almost exclusively on interviews and their outcomes to make selection decisions.
|Promoted results||Each of the fifteen criteria listed above is rated with a score of: Communication — Before this plan would be implemented meeting would take place with all staff and behavioural specialists, managers, teachers, nursery assistants, keyworkers and speech and language therapists.|
|Check Your Progress-1||See Article History Personality assessment, the measurement of personal characteristics. Assessment is an end result of gathering information intended to advance psychological theory and research and to increase the probability that wise decisions will be made in applied settings e.|
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|What is a Hazard?||Bibliography Definition Quantitative methods emphasize objective measurements and the statistical, mathematical, or numerical analysis of data collected through polls, questionnaires, and surveys, or by manipulating pre-existing statistical data using computational techniques. Quantitative research focuses on gathering numerical data and generalizing it across groups of people or to explain a particular phenomenon.|
It involves the assessment of skills, attributes and behaviour through inquiry based on behaviour. Since it is a two-way engagement process, interviews also allow the candidate to get a more detailed overview of the role which they can use in their own decision making regarding the job opportunity Gatewood et al, However, interviews are artificial and are hindered by the formal environment which may not best show candidates potential behaviour in the work environment.
Effectiveness of this method can be enhanced through the use of behavioural and competence based techniques increasing its predicative validity.
This enables the prediction of future behaviour in similar situations Bratton and Gold, Informal meetings Less formal opportunities for meeting and interacting with candidates and structured reference checking enhances the acquisition of further insight into behaviour and performance of a candidate.
This method is best employed in the final phases of the selection process with the field narrowed down to the last few candidates Gusdorf, Work simulation exercises This method involves individual candidates or groups taking part in exercises that they would be required to undertake as part of the position.Formative assessment, including diagnostic testing, is a range of formal and informal assessment procedures conducted by teachers during the learning process in order to modify teaching and learning activities to improve student attainment.
It typically involves qualitative feedback (rather than scores) for both student and teacher that focuses on the details of content and performance. CYP Core – Promote child and young person development Explain the factors that need to be taken into account when assessing development • Confidentiality and when, for the safety of the child or young person confidentiality must be breached.
of different types of formal assessment methods that are used to select employees in organizations. Remove some of the mystique, complexity and confusion that can drive HR profes-.
INTRODUCTION. Assessment plays a major role in student learning. There are many new approaches to assessment with an emphasis on the process of . The Career s economic development. Each program is aligned to a career cluster and is detailed in curriculum frameworks.
With partners from education, busines. Types of Selection Methods Selection methods or screening devices include application blanks, employment interviews, aptitude tests, and personality test.
They are also frequently used as part of assessment centers, which are a popular method of identifying potential managerial talent.