Recruitment & Selection ppt

Recruitment & Selection

Psychometric Testing

• 
  Personality research has lent support to the use of sophisticated selection techniques such as psychometric tests that have a good record of reliability and validity.
  

• 
  Ability tests: these focus on mental abilities (verbal/numerical) and physical skills testing. Right/wrong answers allow applicants to be placed in ranked order.
  
• 
  Inventories: self-report questionnaires indicating traits, intelligence, values, interests, attitudes and preferences. No right/wrong answers but a range of choices between possible answers.
  

Recruitment & Selection

E-assessment

• 
  On-line testing, or e-assessment, is also used for selection and other HR purposes.
  

• 
  Benefits:
  
• 
  Online testing enables organizations to test at any time and anywhere in the world.
  
• 
  It enables the quick processing of applicants.
  

• 
  Drawback:
  
• 
  Loss of control over the administration of the tests – anyone can be called on to help
  

Recruitment & Selection

Assessment Centres

• 
  Assessment centres are designed to yield information that can be used to make decisions concerning suitability for a job.
  
• 
  They provide a fuller picture by combining a range of techniques.
  
• 
  General methods used include group discussions, role plays and simulations, interviews and tests.
  
• 
  Candidates attending an assessment centre will be observed by assessors who should be trained to judge candidates’ performance against criteria contained within the competency framework.
  

Recruitment & Selection

Realistic Job Previews

• 
  Applicants have expectations about how the organization will treat them. Recruitment and selection represent an opportunity to clarify these.
  
• 
  Realistic job previews (RJPs) provide a means of achieving this.
  
• 
  RJPs can take the form of case studies, shadowing, job sampling and videos – this enables the expectations of applicants to become more realistic.
  
• 
  RJPs: lower initial expectations, cause some applicants to de-select themselves, increase levels of organization commitment, job satisfaction, performance and job survival.
  

Chapter Summary
Recruitment & Selection
Recruitment & Selection
Recruitment & Selection
Recruitment & Selection
Recruitment & Selection
Recruitment & Selection

• 
  Thank you !