Selection is the next process of recruitment. Once the company receives all Cvs from people who are interested in the job vacancies, it is the time to choose relevant candidates for an interview.
Three methods used in an organisation are:
1. Interviews, because they are the most known and common selection method used by the companies. Face to face conversation gives an opportunity to the applicants to talk about their skills and previous experiences which might impress the potential employer to help to get the job. That depends on the applicant if he/she has excellent communication skills or if they had a good day.(Businessballs,2010)
2. Assessment centres is the second well known method of the selection which includes different types of team work such as doing presentations or written activities, which could help decide if the person is suitable for the specific position. That may only be effective when used in large firms, where managers are too busy to take care of whole selection in recruitment. It is better for them to actually eliminate candidates, so there will be fewer candidates for an interview.(CIPD,2009)
3. The third known method is a psychometric test used mainly when an organisation has a group of people which have similar skills. The test can measure their ability to problem solving, decision making or if the person is suitable for the position. It is a good method to compare people with the same skills and that selection could help to choose the best candidate. The only problem is that this method could be an expensive, and sometimes a waste of money.(Skills arena, 2010)
Recently I was invited for an interview. I applied for the position as a bar staff in one of the local pub. First of all I was dressed smart and had prepared myself by collecting all the information about that pub, so when I was asked of anything I was sure that my answer is going to be correct. My interview did not take a long time. I had an opportunity to talk about everything face to face and that helped me to talk about my previous experience, skills or simply show the owner that I am cheerful and always happy and that the position is suitable for me and also that he will not be disappointed. The next day, I had a phone call from the owner saying that I have the job.
I had interviewed my cousin Marta and her opinion about personality test was negative ,because she felt that this test is unnecessary , better option for her would be to talk to the potential employer and talk about job opportunity .She said that if she would apply for the position of catering assistant, what the personality test will used for? Will that improve hers washing up? She was not kin on those types of tests.
Personally I prefer the selection I had with my last employer, when people can call straight away to the companies and book the interview over the phone or receive application form by post or email and then through that selection can be invited for an interview as far as the Cv is going to be interested enough for the potential employer. I could recommend my current employer to do selection through the jobcentre. That idea could give him the opportunity to learn how the new system in recruitment works.
To conclude there is many ways to find the right people for the jobs. Everything depends of the skills and experiences of the recruiter or even of the type of method they are using.
REFERENCES:
1. Businessballs.com,2010, Job interviews –online source
Available from:
(Accessed 01 May 2010)
2. CIPD,2009,Assessments centres for recruitment and selection-online source
Available from:
(Accessed 01 May 2010)
3. Skills arena, 2009,Solutions:Psychometric Evaluation, Psychometric assessments-online source
Available from:
(Accessed 01 May 2010)
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