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Recruitment & Selection Process
Recruitment & Selection Process
Recruitment & Selection Process
Recruitment & Selection Process
Recruitment & Selection Process
Recruitment & Selection Process
Recruitment & Selection Process
Recruitment & Selection Process
Recruitment & Selection Process
Recruitment & Selection Process
Recruitment & Selection Process
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Recruitment & Selection Process

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  • 1. By Lauren Caskie & Jen Barr Recruitment & Selection Process
  • 2. GOOD INTERVIEW TIPS
  • 3. On the Day of the Interview
    • Dress to impress: Dress smartly e.g.- shirt & tie
    • Be prepared: Take an extra copy of your resume to the interview along with a pen and a small notebook in case you want to take notes.
    • Be on time: Get to the interview about 10 minutes in advance – do not arrive too early and never arrive late.
    GOOD INTERVIEW TIPS
  • 4. During the Interview
    • Shake hands: Your handshake should be firm, but not too tight
    • Make eye contact
    • Speak clearly: Remind yourself to slow down when you talk and say each word very clearly.
    • Know something about the company
    • Look interested: Stay focused on what the employer is saying, if you look bored or are caught off-guard then they won't think you'd make a very good employee
    • Ask questions: Listen to what they say and think about what questions you can ask (about the company, the job, etc.)
    • Thank them for their time: On the way, make eye contact and shake their hand again. Thank them and tell them that you're looking forward to hearing from them.
  • 5. Personality Tests
    • Personality tests can be applied in a straightforward way at the early stages of selection to screen-out candidates who are likely to be unsuitable for the job.
  • 6. Aptitude & Ability Tests
    • Designed to assess your intellectual performance. These types of test can be broadly classified and you may be asked to sit a test which consists only of ‘numerical’ questions or these may form part of a test which consists of questions of different types.
    • This will depend very much on the job you are applying for.
    • For example, jobs that require you to handle figures on a day to day basis may have a higher proportion of numerical reasoning questions , whereas tests used for information technology jobs tend to have a higher proportion of abstract reasoning questions .
  • 7. Medical Tests
    • Medical tests are used by some professions to ensure candidates are physically able to carry out the activities required in the post.
    • Such as the police and fire service
  • 8. ASSESSMENT CENTRES
    • Assessment Centres typically use a combination of simulations, interviews and psychometrics to measure the performance of a group of Candidates against the skills and behaviours required for success in a particular job.
    • Assessment Centres greatly increase the chances of finding a suitable candidate and reduce the risk of selecting or promoting the wrong people.
  • 9. Assessment centres
    • Social/informal events - where you could meet a variety of people, including other candidates, the selectors, recent graduates and senior management. This is presented as an opportunity for you to find out about the organisation and to ask questions in a more casual setting. These events may appear informal and not part of the true assessment procedure but you should behave in a way that reflects well on you.
    • Information sessions - which provide more details about the organisation and the roles available. Listen carefully, as the information provided is likely to be more up to date than your previous research. If you are unclear about anything, ask. Asking inappropriate questions just to get noticed will not impress the selectors.
    • Tests and exercises - designed to reveal your potential. Selectors at assessment centres measure you against a set of competencies and each exercise is designed to assess one or more of these areas.
  • 10. Internal Recruitment Lack of stability in work teams due to team members regularly moving to other positions. Organisation can make use of its pool of existing workers Lack of ownership of tasks due to employee expectations of moving on to another job Further job opportunities may be created as a result of recruiting internally Less opportunity to bring new skills, ideas and experience into the organisation Existing employees have opportunity to enhance their career Smaller pool of workers to choose from Less expensive Disadvantages Advantages
  • 11. External Recruitment Recruitment process may be slower More chance of recruiting a ‘good fit’ because the organisation is recruiting from a wider pool Existing employees will not have the chance to enhance their careers The organisation attracts a wider pool of workers from home and abroad More expensive New workers can bring new skills and innovation to the organisation Disadvantages Advantages

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