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5 Cards in this Set
- Front
- Back
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Selection Process |
1. Shortlist/candidate screening eg. Excel 2. Objective Assessment Methods 3. Interviews 4. Refs from prev employer 5. Medical/Garda vetting if req
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Candidate Screening |
-Produces un/suitable/marginal levels -Person Specification invaluable tool -Candidate info compared to criteria -Clear reason needed for rejection
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Objective Assessment Methods |
Why? - Identify candidates with acceptable level of capability. - Eliminate potential mistakes & poor performance -Improve chances of finding right person Types: 1. General Intelligence (IQ) tests 2. Aptitude eg. Spacial Ability, Manual Deterity 3. Simulation Excercises 4. Interest Inventories 5. Personality Questionaire: fit culture & management style of job? 6. Assessment centres: assessment in groups |
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Policy on Test Use |
1. Appropriateness/Relevance 2. Equal Opportunities 3. Storage, Copyright & feedback 4. Advance Notice of tests 5. Access to results 6. Weighting of tests in decision 7. Adequate info given
Factors to consider when choosing tests: Reliability: Consistent result every time test used Validity: Test measures what it should |
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Interviews |
Why? 1. Face to face contact (communicat) 2. Flexibility 3. Candidates contrasted with earlier candidates (Contrast effect) Types: 1. Biographical 2. Situational 3. Behavioural/Competency 4. Combo of above Interviewers: -Fewer the better -Several reduces potential for bias & subjectivity Biases in Interviews 1. Horn/Halo effect (focus on neg/pos traits) 2. Information Seeking 3. Stereotyping & discrimination 4. Must comply with Emp Equality Act 1998 Types of Questions 1. Closed/Open 2. Probing (when more info needed) 3. Situational 4. Behavioral Process: Before: 1. Study all available info 2. Allow adequate time 3. Right environment 4. Appoint chairperson if pannel interview During: 5. Outline purpose & structure 6. Eye contact & positive feedback 7. Notetaking 8. Treat candidates equally 9. Candidate does 80% talking After: 10. Advise of next stage 11. Assess against person spec immediately |
