05_selection_processes - econbus

Selecting the best employees
Today’s work….
Methods of selection include:
interviews, assessment centres, and
how recruitment and selection can
improve a workforce
But first…. A test!
Complete the test sheet….
This is a psychometric test….
Judges your ability from a different
Summarise their reaction to
the test
It gives not an insight to their academic
ability but rather an insight to their
personality, character …. How they
would work in a team!
Who over-reacted?
Who just got on with it?
Quick Recap Quiz!!
1. Once a vacancy has been identified, what is
the first document to be drawn up?
2. 
What details would it include?
3. What defines the qualities of the ideal
4. What details might this include?
Quick Recap Quiz!!
You need to know these
for the exam – on school
website are past lesson’s
slideshows! Use textbook
to review work.
5. What process narrows down candidates invited
for interview?
6. 
Give 2 advantages of internal recruitment
7. Give 2 advantages of external recruitment
8. Give 2 disadvantages of internal recruitment
9. Give 2 disadvantages of external recruitment
The Selection Process…
1. Shortlist most suitable applicants based on application forms
2. Interview candidates
3. Ask for references…
Will this process find the
BEST candidate?
What other
are there?
The Office
Watch the clip
What did he do wrong?
If you were a consultant – what advice
would you give interviewers on how to
improve his style????
Assessment Centres
Assessment Centres…
Some companies run a series of extended selection procedures,
called assessment centres, each lasting one or two days or
sometimes longer.
Usually, these are after the first round of interviews and before
the final selection but they can be used as an initial selection
They are commonly held either on employers’ premises or in a
hotel and are considered by many organisations to be the
fairest and most accurate method of selecting staff. This is
because a number of different selectors get to see you over a
longer period of time and
have the chance to see what you can do, rather than what you
say you can do, in a variety of situations.
What happens in an
assessment centre?
Social/informal events - where you could meet a variety of people,
including other candidates, the selectors, recent graduates and senior
management. This is presented as an opportunity for you to find out about
the organisation and to ask questions in a more casual setting. These events
may appear informal and not part of the true assessment procedure but you
should behave in a way that reflects well on you. You should certainly avoid
any excesses of alcohol, even if representatives from the employer encourage
Information sessions - which provide more details about the organisation
and the roles available. Listen carefully, as the information provided is likely
to be more up to date than your previous research. If you are unclear about
anything, ask. It is useful to have a question prepared for these sessions but
make sure that the answer has not already been covered. Asking
inappropriate questions just to get noticed will not impress the selectors.
Tests and exercises - designed to reveal your potential. Selectors at
assessment centres measure you against a set of competencies and each
exercise is designed to assess one or more of these areas. Don’t worry if you
think you have performed badly at any stage; it is likely that you will have the
chance to compensate later on.
Test your aptitudes…!
Page down and
Click here
So what type of character are you?
ENFJ: "Pedagogue". Outstanding leader of groups. Can be aggressive at helping others to be the best that they can be. 5% of the total
ENFP "Journalist". These people love novelty and surprises. They are big on emotions and expression. Life is an exciting drama. They are good
at sales, advertising, politics, and acting. 5% of the total population.
ENTJ: "Field Marshall". The basic driving force and need is to lead. Tend to seek a position of responsibility and enjoys being an executive. 5%
of the total population.
ENTP: "Inventor". Enthusiastic interest in everything and always sensitive to possibilities. Non-conformist and innovative. 5% of the total
ESFJ: "Seller". Most sociable of all types. Outstanding host or hostesses. They may be dependent, first on parents and later on spouses. They
excel in service occupations involving personal contact. 13% of the total population.
ESFP: "Entertainer". Radiates attractive warmth and optimism. Smooth, witty, charming, clever. Fun to be with. Very generous. They make
good performers, they like public relations, and they love the phone. 13% of the total population
.ESTJ: "Administrator". Much in touch with the external environment. These are responsible mates and parents and are loyal to the workplace.
They are realistic, down-to-earth, orderly, and love tradition. They often find themselves joining civic clubs! 13% of the total population
ESTP "Promoter": These are action-oriented people, often sophisticated, sometimes ruthless -- our "James Bonds." As mates, they are exciting
and charming, but they have trouble with commitment. They make good promoters, entrepreneurs, and con artists. 13% of the total
INFJ: "Author". Strong drive and enjoyment to help others. Complex personality. 1% of the total population. These are serious students and
workers who really want to contribute. They are private and easily hurt. They make good spouses, but tend to be physically reserved. People
often think they are psychic. They make good therapists, general practitioners, ministers, and so on.
INFP: "Questor". These people are idealistic, self-sacrificing, and somewhat cool or reserved. They are very family and home oriented, but
don't relax well. High capacity for caring. High sense of honor derived from internal values. 1% of the total population.
INTJ: "Scientist". Most self-confident and pragmatic of all the types. Decisions come very easily. These are the most independent of all types.
They love logic and ideas and are drawn to scientific research. They can be rather single-minded, though.. 1% of the total population.
INTP: "Architect". Greatest precision in thought and language. Can readily discern contradictions and inconsistencies. They are good at logic
and math and
make good philosophers and theoretical scientists, but not writers or salespeople. 1% of the total population.
ISFJ: "Conservator". These people are service and work oriented - very loyal. They may suffer from fatigue and tend to be attracted to
troublemakers. They are good nurses, teachers, secretaries, general practitioners, librarians, middle managers, and housekeepers. 6% of the
total population.
ISFP: "Artist". Interested in the fine arts. Expression primarily through action or art form. They are shy and retiring, and are not talkative,.
Test your aptitudes…!
each ‘test’
BBC Personality Test
Click here
What are they looking for..?
Problem Analysis
What can go wrong…?
Employees are investments, it is
important to get the right person for
the job
The right person will add value
The wrong person will increase costs
and reduce performance
What can go wrong…?
True or False…?
Research shows that most interviewers
make up their mind about a candidate
within a few seconds
True or False…?
Psychometric tests are designed to
catch out those who are lying
True or False…?
Large firms may spend more than
£20,000 per candidate when
The Interview…. Plenary
On the whiteboard
Two teams
Use the Gingerbread
man shape….
One team – write all the
‘BEST’ things you
should do/body
language/ dress for an
The other team – write
all the ‘WORST’ things
you should NEVER do for
an interview!
Best ever
Worst ever