Blog 12- Selection

The main aim of the selection process is to choose the best person to do the job. In order for this to be possible it is essential that enough information is gathered about the candidate as possible. This information then needs to be organised and evaluated to assess the candidate. The next stage in the process is to forecast the performance of the individual on the job; this is usually conducted via a personality survey. After all this information is collated a decision can then be made as to whether the applicant would be suitable for the position.

There are many different selection methods that can be used by employers to ensure they find the right person for the job.  The most common method is interviews; these can either take place as face-face interviews or via the telephone. After an application form or CV has been received by the company then they can create a shortlist of the applicants they wish to interview. An advantage of interviews is that they are a two-way process, this allows the applicant to get a feel for the company so they can judge whether or not they feel the job is right for them. Interviews also provide the employer the opportunity to ask a range of relevant questions to see whether they feel the applicant fits their criteria. Interviews are very personal as its one to one which often makes the applicant more relaxed and therefore provide more honest answers. However a drawback of interviews is that they can be subjective as applicants are often judged on first impressions. It is also hard to predict validity as it is very difficult to assess how well an individual will perform in the job based on their answers.

Psychometric testing is a method of acquiring objective information about abilities and traits of an individual. Applicants tend to be asked to complete a psychometric test if they completed the interview stage successfully. An advantage of psychometric testing is that it measures factors that cannot be assessed through the application form or interview this can therefore increase predictive validity of selection decisions. These results can then be professionally developed so that scores can be compared. However a disadvantage is that these questions tend to be broad and it is debateable as to have much these tests provide an accurate profile of an individual.

The final method of selection is assessment centres. These use a combination of assessment methods which include; work simulation, role plays, presentations and team work exercises. Assessment centres can sometimes last a day and are conducted after the interview stage. An advantage of assessment centres for employers is that this method accesses lots of elements of an individual’s character providing a more comprehensive overview of an individual’s strengths and limitations. As effective as these assessment centres can be at finding the right employee for the company they are extremely costly. This selection method is only therefore relevant to certain levels of employment, it would not be necessary for a shop assistant for example.

I have experienced a few interviews but i think the most effective interview was when i applied for the part time sales assistant position at Wallis. The twenty minute interview took place in the staff room with both the manager and deputy manager. The deputy manger took control of the interview whilst the manager sat and took notes which initially made me feel intimidated. They started the interview with questions relating to my predicted GCSE grades and previous job experience, this part of the interview took the form of an informal conversation which immediately made me feel more relaxed.  The job role was then explained to me, followed by some scenario questions an example being ‘how would you deal with an unsatisfied customer?’ I found this an effective interview technique as it provided me an insight into certain situations I would have to deal with as part of each working day. It also showed them whether I would react in the correct manner in those situations based on my answers. The final part of the interview took the form of a work simulation where I was asked to put together an outfit for a specific scenario. As this would be part of my every day job role, it is important that I was up to date with fashion and could visualise possible outfits for the customers. I feel that the methods used within the interview were effective based on the industry I was applying for. From the interview Wallis received information based on my personality & work experience, how I would react in difficult situations and it also showed them whether I had the eye for fashion. The only negative point I could make about the interview was that they were not prepared when I arrived which meant I had to wait in the store for fifteen minutes whilst they set up in the staff room.

I believe that the selection process at my current employer, Philip Green & Partners estate agents, should be changed. Currently the only selection method that is used is interviews. Although this provides information on an applicant’s character and their job experience it does not provide the employer with confidence that they can handle certain situations within the job role. As an estate agent it is important that employees are comfortable interacting with members of the public as it involves working it a customer service based environment. I would therefore recommend that role plays or work simulations would provide Philip Green & Partners with a better understanding as to whether they would be the right person for the job.

To conclude, there are many different types of selection methods that can be used within the recruitment process. Each method however has its positives and drawbacks so it is therefore essential that companies chose the most appropriate method based on the type of job. If an employer chooses the wrong method then it is highly likely that they will end up hiring someone that isn’t right for the position available.

References

Books

Mullins, L. (2010) Management and organisational behaviour.9^th ed. Essex: Pearson Education Limited.

Websites

Philip Green & Partners (2011) Home Page [online]. Available from: www.philipgreen.co.uk [accessed 4 April 2011].

Wallis (2010) Wallis History [online]. Available from: www.wallis.co.uk [Accessed 4 April 2011]