Positive Recruitment and Retention CMIOLP
Featuring the latest management concepts and methodologies, this book explores the changing legal framework in which managers operate and the impact of technology in the work environment.
TABLE OF CONTENTS Positive Recruitment and Retention CMIOLP
Section 2: Selection Methods
Introduction
Selecting the best applicant for a job isn't an exact science. Most recruitment and selection processes involve:
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applicants completing an application
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interviews.
It's generally seen as a cost-effective approach. However, it does have its drawbacks and there are other selection methods which may be appropriate for you to use.
There are a number of factors to consider when choosing selection methods. For example:
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Selection criteria for the post to be filled the limitations of what can accurately be assessed by different selection methods has to be recognized, e.g. the most reliable way of assessing if a person is good at making presentations is to see them deliver one
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Acceptability and appropriateness of methods selection methods should be seen as being sensible and meaningful by applicants, e.g. lengthy application forms asking for seemingly irrelevant information may put off applicants from applying
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Abilities of staff involved in the selection process, e.g. only appropriately qualified people can administer psychological tests
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Administrative ease generally the simpler the selection process, the easier it is arrange
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Time factors individual interviews can usually be arranged at relatively short notice; tests and assessment centres need to be arranged well in advance
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Accuracy selection methods vary in their reliability
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Cost decisions have to be made as to whether the cost of tests and assessment centre activities can be justified. Generally, the more senior the post the greater the impact of making a good or bad selection decision. Therefore, higher recruitment costs...
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