Question

• Describe common recruitment and selection methods, including assessment centres. (At least 600 words)

Answer 1

There can be several recruitment and selection methods which include-

1. Resume Screening and shortlisting, then interviewing-

This is the most commonly used method of recruitment and selection which involves following steps-

1. Choose the post for which you want to select candidates

2. Open the application for candidates and receive their resumes

3, Screen the resumes on the basis of your criteria- like minimum high school or intermediate percentage, or graduate percentage, minimum work experience, field of work experience, branch of graduation etc.

4. Shortlist the candidates on the above defined criteria

5. Create a preference order of the candidates on the basis of their resumes

6. Call the candidates for interviews, and solely select them on the basis of the scores they obtain in the interview

2. Resume Screening and shortlisting, then psychometric test shortlisting, and finally interviewing-

The process is repeated in similar ways like above, the only add-on is a psychometric test

What is a psychometric test?

This is a test which tests how the candidate would behave in a particular situation. There are several questions which test the decision making of the candidates, and only those candidates are selected which show the decision making behaviour as close to that which is accepted by the company heads or staff. This tests help-

1. Get candidates which show behavior as wanted by the company

2. Choose candidates according to the profile - leadership role, management role etc. There are different situational questions for each role, and pyschometric tests help select the candidates accordingly.

3. Resume Screening and shortlisting, with aptitude test and then interviewing-

The process is again similar to that defined in the first section. The addition here is the aptitude tests-

What do aptitude tests help us define-

a. Analytical abilities of the candidates

b. Brain awareness of the candidates

c. Decision and management skills of the candidate

d. Time management skills of the candidate.

Aptitude tests are specially used for the posts where you require mathematical skills in the job.

4. Resume Screening and shortlisting, with Case studies and then interviewing-

Case studies- help check candidates thoroughly in and out.

A case study helps define-

1. Cognitive and understanding ability of the candidate

2. Quick decision and solution giving skills

3. Skills to obtain a feasible solution

4. Skills to identify the major problem correctly

5. Skills to use the knowledge gained previously in the given scenario

4. Resume Screening and shortlisting, with Group activity or group interviews and then interviewing-

Group interviews help us define-

1. Ability of the candidate to work in a team

2. Ability of a candidate to handle team dynamics

3. Leadership skills of a candidate

4. Ability to arrive on a consensus

5. Ability to handle different views in a calm manner

6. Behaviour of a candidate towards colleagues

Group assessments are highly in use these days, as they test almost all the important skills that a candidate must possess to be working on the job. Group assessments are generally combined with case studies, aptitude tests etc. to make a comprehensive and well-defined hiring process.

What are assessment centers-

Assessment centers is usually a comprehensive recruitment process which involves- psychometric tests, presentation skills, group tasks, aptitude tests, personality tests and other tests which may be taken. All these tests are given specific importance, and candidates are marked accordingly in each of the test. For ex- a job which requires majorly calculations and analytics, aptitude test will be given a higher importance and presentation skill testing test would be given less importance. Assessment centres help in testing

1. Leadership ability

2. Ability to work in groups

3. Ability to think clearly

4. Ability to break down complex problems into easy ones

5. Ability to communicate thoughts

6. Energy levels of candidate

7. Ability to take initiative