Human Resource Management "Working with people and in teams."

Essay by AMBEREEN July 2004

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There are three methods of selection techniques when assessing job applicants. The three methods are Biodata, Psychological Tests and Selection Interviews. I will be explaining the key features of each method and I will also be evaluating its strengths and weaknesses.


Biodata is the personal information about ones self. Biodata can be information such as the age of the applicant, the gender, their job experience and qualifications.

Also the background of the applicant is looked into when using this method, such as where they were born, educated and currently living. Some potential employers may even be interested in the occupations of the applicants' parents; this is so that they can determine what sort of upbringing an applicant may have had.

Biodata is useful information as it can allow the interviewer to look at applicants' personal background and qualifications and then by using that info they can judge and decide whether the applicant is suitable or not for the job they applied for.

This saves valuable time for example if an applicant was invited for an interview and was not suitable for the job, then time would have been wasted, but if Biodata was used as a first stage before interviewing, then it could have shown at a very early stage the applicants unsuitability for the job, which can then be disregarded, thus resulting in time being saved. This method is equally important when there are limited posts with excess applicants, as it would be easy to sift through each application and keep good ones for the interview stage.

A weakness of Biodata is that applicants may misrepresent themselves. For example one might state higher grades in certain subjects, which they may not have achieved.

The reason why this causes a problem is because that person may have been short-listed...