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Assessment center & Psychometric testing

  Assessment center   A facility where performance simulations tests are administered. These include a series of exercises used for selection, development and performance appraisals (DeCenzo, D. and Robbins, S. (2005). Assessment centre’s are used for giving candidates number of exercises and activities (Leech, C. 2005). More elaborate set of performance simulation tests, specially designed to evaluate a candidate’s managerial potential is administered in assessment centers (DeCenzo, D. and Robbins, S. (2005). Candidates will be assessed by a number of trained observers (Leech, c. 2005) Armstrong, (2014) defines Assessment Centre’s as create a group of candidates and assess them using a variety of methodologies during a period of time. As per Opatha, (2009) assessment Centre’s has following features. ·          Focus on behavior of   job applicant ·          Multiple types ...
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Interviews

After a short-listing process, interviews are very widely used in the selection process, as demonstrated by our successive surveys of recruitment practices (CIPD, 2021). Selection interviews can be face-to-face, oral, or observational techniques of evaluating an applicant's suitability for a specific position (Opatha, 2009). Interviews vary widely from brief one-to-one meetings to a succession of panel interviews (Leech, C. 2005).   As per the CIPD, (2021) latest resourcing and talent planning survey, interviews can be categorized as competency-based interviews and content of CV’s and application forms.   Interviews can be two types (Armstrong M. 2014). ·          Structed Interviews– uses set of standard questions that are asked from all the candidates (Opatha, 2009). ·          Unstructured interviews– unstructured interview is an interview that does not have a predetermined set of ...
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Selection Process and Methods

  Selection process  The selection process begins when you start to assess the applications you’ve received (Leech, C. (2005). ·          Creating a shortlist – list of candidates who will move into next stage of the selection process. During the shortlist, applications will be reviewed against the person specification ·          Evaluating the shortlisted candidates – evaluating the shortlisted candidates for interviews. ·          Decision-making – deciding whom to select ·          Communicating the outcome   Selection activities follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision (DeCenzo, D.A & Robbins, S.P.   2005).   ·          Initial screening interview ·  ...
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