HRM and Selection methods

Résumé du document

The selection process is really important for a company as it involves the identification of the most suitable candidate, for a particular requirement, from a pool of applicants (Sparrow, 2003, 87). In order to ensure a high-quality decision, numerous strategies have been deliberated but not all of them are effective. In this essay we discuss the importance of establishing really effective employee selection methods. Then we go on to discuss the pros and cons of these selection methods and finally narrow it down to one efficient method that will be adopted.

Extraits

[...] According to him, selection tests are more reliable and valid selection instruments. Indeed this method is seen as objective since candidates are assessed on the same criteria, allowing a direct comparison between them and as a consequence providing evidence to justify decisions either of rejections or of employment (Price 412). Furnham (1992) also highlights that tests measure substance rather than image (unlike the interview), provide ‘hard' data that can be evaluated for their predictive usefulness in later years, and cover a wide range of abilities and personal qualities that allows a better understanding of behaviour. [...]

[...] Selection in small organisations is not well known since they hire fewer people and do not have an HR department, but it seems that their selection of choice is CV and unstructured interviews. Now that we have looked at the main selection methods it is necessary to evaluate the pros and cons of these methods. One criticism is common to all those methods, which is that they are costly and time consuming procedures that can only be used if the interviewer is sufficiently skilled at processing the data collected from the interviewee. Let us start with the interview. [...]

[...] W Readings in Personnel Management;The Utilization of Human Resources, Fifth Edition, South Western publishing co CIPD Recruitment survey, http://www.cipd.co.uk/NR/rdonlyres/A5316993- E9EB-413D-A673-D1D6A5063DD3/0/recruitretntsurv06.pdf, Accessed 29/01 Decenzo D. A., Robbins S. [...]

[...] Why is it important to have really effective employee selection methods? What are the main methods, and what are the pro and cons of the latter? The stakes of an effective selection will be first studied, just as a presentation of the main selection methods and the reasons of their choice. Then the advantages and disadvantages of each selection's tool will be highlighted. The selection is an important stage for the companies since the main purposes of this process is to provide information that will help the employers predict whether or not an applicant will prove to be a successful job performer, and also to minimize the costs of replacement and training (if the choice appears to be wrong), reduce legal challenges and result in a more productive workforce (Decenzo 201). [...]

[...] Since the stakes are important, recruiters use not one but several methods to select the candidates. Those methods are shown below: Source: CIPD, Recruitment survey This table shows that there are three main selection methods, which are the interviews, assessment centres, and tests in general, but to take into account the national differences one can add a fourth method, graphology. However, to have effective selection methods it is important to take into consideration the validity of the methods shown below. [...]