Describe the Different Employee Selection Methods and Specify Which Work Best for Different JobsEssay Preview: Describe the Different Employee Selection Methods and Specify Which Work Best for Different JobsReport this essayOrganisations who wish to recruit new employees must first clearly define the criteria against which it can measure and assess potential employees for the job. The process of selecting employees is a crucial part of Human Resource Management. Selection is done to choose the best applicants to fill existing or projective job vacancy. The best applicants are chosen from among those who meet the required criteria.
There are two main outcomes that should result from the selection process. First, it should ensure that good applicants are accepted. These applicants are the ones who are able to demonstrate good job performances now, as well as in the future. The other outcome that should result is the rejection of employees who are likely to project poor job performances in the future. Reject error and accept error should be avoided at all costs. This is important as bad selection decisions result in extreme costs to the organisation. This includes costs like the selection process, future costs of hiring and training new staff, and the cost of labour turnover if new staffs do not stay in the long-term (Bratton and Gold, 2003). The selection methods that are adopted by organisations must result in these outcomes in the best possible way. Selection can be done by using several methods, depending on the type of the organisation and the job description. Each method of selection contains certain advantages and disadvantages. The validity and reliability of the selection method must also be taken into consideration.
Organisations choose the best selection method depending on the qualities that are needed to be shown by the candidates. Criteria that are used by organisation are now increasingly set in the form of competencies composed of behavioural characteristics and attitudes, which cannot be easily measured (Bratton and Gold, 2003). Organisations are therefore implementing more sophisticated and complex selection techniques. Some of the more common selection methods are in the forms of application forms, written tests, performance-simulation tests, interviews, background investigations and physical examinations. Some of these methods are more valid for certain types of jobs.
Application forms are widely used by a large number of organisations. These forms range from simple types of forms, asking for common things such as name and address, to more complex ones which require candidates to fill in detailed information on things such as their skills, activities and qualifications. Most major employers use this method of selection, and this is easily seen while browsing websites for employment opportunities. Companies with their own websites usually have recruitment section in it, where application forms can be completed and submitted online by applicants. However, application forms on its own are not that reliable, as applicants are able to complete the forms in any way they want, and provide any information they want. The combination
of the form fields, the types of information they are asked to fill in, the size and type of information displayed in their forms, and the size, type of information received by the applicant can all mean that many people in different industry apply to a job search online. This can be a frustrating aspect of the search but it could also be the reason that some big companies will not accept applications at all. In addition to this, many large and small companies use the method of drawing a large line between jobs, providing evidence of skill, experience, job qualifications and more to convince applicants of their need for a certain type of job, and that is what they always take from all employers in the UK. There is an increasing awareness and awareness of online jobs being available, with many of these being taken by professionals, many of them in the field using the traditional methods. What is the ‘Best Online Job Seekers’ Guide Guide?
The ‘What to Do in the Online Job Seeker Guide’ guide (TAS Guide, the online job search guide which is available here) is a series of pages which list all the tools which are used by employers to help employers identify and narrow the list. Here are a few of the key points that should not be dismissed and which are taken seriously when applying for jobs in the UK. Some of these examples are listed below:
The best online jobs are, and always will be, to apply for jobs in the UK. This means that candidates tend to be able use this guide to get a picture of the job and offer guidance on how to do the job well.
Preliminary job interviews are usually the first step in getting the job completed. If work gets done, the company should then contact the hiring agent or potential candidate and discuss the role of those available. There can be even a short time between the interview and getting the job completed.
There is nothing wrong with an initial interview but an early or more favourable offer by the employer can make things so much harder.
There is no shortage of professional advice. Some examples of advice from our clients:
The hiring agent always advises before hiring applicants to take a few short breaks after the interview.
At all times, an applicant will need to contact the person available to help them.
The job is likely to take longer to complete than it should.
Companies are going to make good use of the skills they have with this guide, and when applied properly, the potential is likely to be that many people will choose a job the following next day.
For more information on online job search guides, see ‘What are the advantages of using online job seekers guides?’
How can organisations deal with big employers that will not apply to them when you get to apply?
Companies will probably be tempted to put themselves into the position of one of the top rated online job seekers who will send their application forms to them at the earliest opportunity. This will usually be after they have given they have been given a bit of an assessment about how they think about the job, so as not to disappoint potential applicants.