Selecting the right candidate could be done
using written tests, interviews, background tests, medical tests, and
application evaluation. Mostly, the first selection tool used by most of the
organizations are the application evaluations (Chandrashekar & Sahin,
2014). However, this will ignore the personality traits and the interpersonal
skills, rather look into more of paper qualifications and experience of the
candidates and hence, the most suitable employee will not be captured. In
identifying the personality, language skills and attitudes, interviews
could be arranged and in identifying the conceptual skills, knowledge, and
expertise various tests could be conducted (Mami & Bellahsene, 2012).
Figure 4 - Selection
Methods
|
Source:(Chandrashekar & Sahin, 2014)
Physical and mental fitness could be identified using the
medical examinations while the background of the candidate could be evaluated
using family background and financial background tests. It is recommended to
use as many of these tools to attract the best cadre so that the employee will
meet the specific requirements of the organization thereby minimizing the
challenges faced in the recruitment and selection functions (Miles &
Sadler-Smith, 2014).
The above is stating about the general recruitment methods
that are conducted by different organization. These methods may be different
from organization to organization. organizations seem to have different levels
within the organizational structure such as lower level management, middle
level management and top-level management. Based on these organizations would
change their way of testing the required candidate for respective positions. The
below example of recruiting methods is related to company which I work.
- Considering about the below lower level management employees, such as cleaners, machine operators, helpers. These employees are hired based on a typical recruitment process. Basically, the HR department is asking for their personal information and their records of experience in the similar capacity. Mostly these kinds of employees are selected on their experience on the same capacity. So that the company is willing to held interviews and through that appropriate persons would be selected to the organization. The candidate will have to go through a simple IQ test that would enable them to work at organization. Employees are mostly attracted through the contacts of the current employees of the organization.
- The lower level management such as supervisors are selected through another different way. With regard to the company which I am working, the candidate will have to go through an interview with the HR and then they will be interviewed by the respected head of the department. Their education qualifications are being considered and the experience is checked. In some cases, internal employees are also appointed for these positions. Internal recruitment is kept in priority by the said company in order to motivate the employees of the organization.
- Considering about the middle level management vacancies, the company is paying high attention since the management believe that middle level managers as the most effective line which makes the connection between the lower level and top-level management. The required candidates will have to go through different kinds of selection methods such as interviews with a panel, psychometric testing, ability and aptitude rests, personality testing.
- Top-level management is hired using different methods with related to other levels of the experience. Most of the time, highest positions are filled based on the preferences of the board of directors of the organization. They would invite the best people to the position based on the experience in the industry and their unbeatable performances that would help in making the company success in the respective industry.
Looking at the above example with relate to the company
which I work, it can be suggested that giving priority over internal
recruitment can be limited in order to get fresh blood to the organization.
This would enable the company to have a better workforce and they could be
improved in making better outcomes at the end of the day because if the
recruitment and selection is not properly taken place, the organization will
face a wide range of challenges.
References
·
Chandrashekar, G. and Sahin, F., (2014). A
survey on feature selection methods. Computers & Electrical Engineering,
40(1), pp. 16-28.
·
Mami, I. and Bellahsene, Z., (2012). A survey of
view selection methods. ACM SIGMOD Record, 41(1), pp. 20-9.
·
Miles, A. and Sadler-Smith, E., (2014). “With
recruitment I always feel I need to listen to my gut”: the role of intuition in
employee selection. Personnel Review, 43(4), pp. 606-27.
