Selection techniques

Types of Selection Techniques

Different types of position require different kinds of selection techniques. Choosing the right techniques will help our company to recruit the best person for the position.

The selection techniques we choose depend on the particular skills, attributes and knowledge require for the position.

There are various of different techniques as follows:

*Personality Testing

*Ability tests

Personality Testing

These are used to measure the range of personal characteristics, values and attitudes which shape an individual's beliefs and behaviors. There are five factors of personality influenced performance at work.

Extroversion - this covers such traits as talkative, assertive, active, ambitious, and expressive impetuous.

Emotional Stability - this covers aspects such as anxiety, anger, worry, insecurity, resilience, emotional.

Agreeableness - this includes being social, courteous, flexible, co-operative, forgiving, soft-hearted, tolerant and trusting.

Conscientiousness - this includes being hard-working, careful, organized, persevering, abiding by rules, policies and procedures.

Openness to experience - this includes being curious, imaginative, broad- minded, and intelligent.

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It is important to note that none of the personality factors are in themselves good or bad, merely differences which make some personalities more suitable for certain activities than others.

You will find an example of a personality profile at the appendix together with a report and a review what questions were asked during the interview.

Ability Tests

This measures specific attitudes, such as, for example vocabulary, numeric, accuracy, typing speed ect.

Such tests are listed beneath for different positions.

General Reasoning Test

A comprehensive, detailed and accurate measure of mental ability, this test is designed to assess reasoning power for those of general ability.

Graduate Reasoning Test

A comprehensive and in-depth measure of mental capacity designed to assess high level reasoning ability and therefore suitable for management and graduate caliber staff.

Critical Reasoning Test Battery

Provides a detailed and accurate measure of critical reasoning. This test has been specifically designed for management assessment.

Clerical Test Battery

Designed to measure a range of clerical aptitudes and skills for general clerical and administrative positions.

Technical Test Battery

Measures the core skills that are required for selecting and assessing staff, for engineering apprenticeships, craft apprenticeships or technical training. Identifies people who are likely to grasp technical concepts and put them to practical use.

Overall the interview is the most poputlar selection technique and most frequently used. The interview is a versatile tool which can be used for a number of purposes such as information exchange, screening, selection.

The main types of an interview are :

-Structured / unstructured

-Telephone interviews

-Work samples

-Informal meeting and more

Structured

The structured interview involves assessing the candidate's skills, attributes and behavior. The questions asked during the interview will be based on more on the behavior, skill, and attributes of the candidate. Questions are typically worded to extract specific examples of what they have done in the past. The interview also enables us to assess the candidate's presentation and communication skills and getting to know the candidates cultural 'fit' with 'Southern Circle Elderly Home Ltd'. Complementing the interview with other selection techniques such as case studies, skills tests, sample work test ect. This will increase the like hood of identifying the best person for the position.

Unstructured

This is a process of dialogue where the interviewer sets questions around the application and C.V and the person specification devised to identify the suitability of the candidate to the job. These questions deal with such aspects as the candidate's work history, qualifications, experience, personal circumstances, skills etc.

Telephone Interviews

For positions that are likely to attract overseas candidate it may be necessary to conduct initial discussion via telephone or video. Telephone interviews are normally used to make a preliminary assessment of a candidate. However, you should also meet the candidate face-to-face before making final recommendations.

Work Samples

Work samples involve an individual or group of candidates completing exercises that they would be required to undertake as part of the position. For group tasks, candidates are placed in a situation in which the successful completion of a task requires interaction among the participants.

Informal meetings

Informal meeting can be used as a way of observing a candidate's behavior in a less formal environment, such as lunches with staff.

As already mentioned previously we shall be using the structured interview for both managerial and employee.

As for managerial selection techniques. Such tests may be assessed:

"XTest self - motivated

"XPositive attitude

"XTeam player

"XLeader

"XFlexible

Such tests are important to be carried out since managerial position are very important. One must consider it as a top grade with in an organization ghus a person that satisfy all qualification and tests, would indicate that the candidate is able to fill the post.

As for managerial staff we shall be using the structured interview and shall be using both situational and behavioral interviews. Situational interview, the candidate is presented with a specific situation or problem and is asked how he would handle the situation. In a behavioral interview the candidate is asked questions about his work history. Personality tests and ability tests may also be used according to the situation and position of the candidate. Such tests are Graduate Reasoning Test and critical reasoning test which are appropriate with regards to managerial staff. Personality testing is important to use since we may identify the big five factors of personality. Throughout the interview information is exchanged to identify the best person which is appropriate to fill the vacancy.

As for employees again we shall be using the structured interview to identify the candidate's past. We shall also be using the situational interview if needed. The candidate is presented with a specific situation or problem and is asked how he would handle the situation. No personality test or ability tests are to be uses for employees.

Types of Selection Techniques

Different types of position require different kinds of selection techniques. Choosing the right techniques will help our company to recruit the best person for the position.

The selection techniques we choose depend on the particular skills, attributes and knowledge require for the position.

There are various of different techniques as follows:

*Personality Testing

*Ability tests

Personality Testing

These are used to measure the range of personal characteristics, values and attitudes which shape an individual's beliefs and behaviors. There are five factors of personality influenced performance at work.

Extroversion - this covers such traits as talkative, assertive, active, ambitious, and expressive impetuous.

Emotional Stability - this covers aspects such as anxiety, anger, worry, insecurity, resilience, emotional.

Agreeableness - this includes being social, courteous, flexible, co-operative, forgiving, soft-hearted, tolerant and trusting.

Conscientiousness - this includes being hard-working, careful, organized, persevering, abiding by rules, policies and procedures.

Openness to experience - this includes being curious, imaginative, broad- minded, and intelligent.

It is important to note that none of the personality factors are in themselves good or bad, merely differences which make some personalities more suitable for certain activities than others.

You will find an example of a personality profile at the appendix together with a report and a review what questions were asked during the interview.

Ability Tests

This measures specific attitudes, such as, for example vocabulary, numeric, accuracy, typing speed ect.

Such tests are listed beneath for different positions.

General Reasoning Test

A comprehensive, detailed and accurate measure of mental ability, this test is designed to assess reasoning power for those of general ability.

Graduate Reasoning Test

A comprehensive and in-depth measure of mental capacity designed to assess high level reasoning ability and therefore suitable for management and graduate caliber staff.

Critical Reasoning Test Battery

Provides a detailed and accurate measure of critical reasoning. This test has been specifically designed for management assessment.

Clerical Test Battery

Designed to measure a range of clerical aptitudes and skills for general clerical and administrative positions.

Technical Test Battery

Measures the core skills that are required for selecting and assessing staff, for engineering apprenticeships, craft apprenticeships or technical training. Identifies people who are likely to grasp technical concepts and put them to practical use.

Overall the interview is the most poputlar selection technique and most frequently used. The interview is a versatile tool which can be used for a number of purposes such as information exchange, screening, selection.

The main types of an interview are :

-Structured / unstructured

-Telephone interviews

-Work samples

-Informal meeting and more

Structured

The structured interview involves assessing the candidate's skills, attributes and behavior. The questions asked during the interview will be based on more on the behavior, skill, and attributes of the candidate. Questions are typically worded to extract specific examples of what they have done in the past. The interview also enables us to assess the candidate's presentation and communication skills and getting to know the candidates cultural 'fit' with 'Southern Circle Elderly Home Ltd'. Complementing the interview with other selection techniques such as case studies, skills tests, sample work test ect. This will increase the like hood of identifying the best person for the position.

Unstructured

This is a process of dialogue where the interviewer sets questions around the application and C.V and the person specification devised to identify the suitability of the candidate to the job. These questions deal with such aspects as the candidate's work history, qualifications, experience, personal circumstances, skills etc.

Telephone Interviews

For positions that are likely to attract overseas candidate it may be necessary to conduct initial discussion via telephone or video. Telephone interviews are normally used to make a preliminary assessment of a candidate. However, you should also meet the candidate face-to-face before making final recommendations.

Work Samples

Work samples involve an individual or group of candidates completing exercises that they would be required to undertake as part of the position. For group tasks, candidates are placed in a situation in which the successful completion of a task requires interaction among the participants.

Informal meetings

Informal meeting can be used as a way of observing a candidate's behavior in a less formal environment, such as lunches with staff.

As already mentioned previously we shall be using the structured interview for both managerial and employee.

As for managerial selection techniques. Such tests may be assessed:

"XTest self - motivated

"XPositive attitude

"XTeam player

"XLeader

"XFlexible

Such tests are important to be carried out since managerial position are very important. One must consider it as a top grade with in an organization ghus a person that satisfy all qualification and tests, would indicate that the candidate is able to fill the post.

As for managerial staff we shall be using the structured interview and shall be using both situational and behavioral interviews. Situational interview, the candidate is presented with a specific situation or problem and is asked how he would handle the situation. In a behavioral interview the candidate is asked questions about his work history. Personality tests and ability tests may also be used according to the situation and position of the candidate. Such tests are Graduate Reasoning Test and critical reasoning test which are appropriate with regards to managerial staff. Personality testing is important to use since we may identify the big five factors of personality. Throughout the interview information is exchanged to identify the best person which is appropriate to fill the vacancy.

As for employees again we shall be using the structured interview to identify the candidate's past. We shall also be using the situational interview if needed. The candidate is presented with a specific situation or problem and is asked how he would handle the situation. No personality test or ability tests are to be uses for employees.