This document discusses various aspects of the recruitment and selection process. It covers forecasting supply and demand, performing job and role analyses through tools like job descriptions and person specifications, and using different recruitment methods like word-of-mouth, advertisements, and employment agencies. It also examines selection methods like interviews, tests, and assessments and their varying accuracy. Finally, it explores psychological testing, psychometric tests and questionnaires, and differing paradigms for selection.

1. Assessing supply & demand
 Forecasting future demand
 Forecasting internal supply
 Forecasting external supply

2. Job & role analysis
 This is the second stage of the recruitment
and selection process

3. Job descriptions, person specifications
and competency frameworks
 JD: descriptions of tasks to be under
taken
 PS: human characteristics and attributes
necessary for the job
 CF: focus on behaviours of job applicants
and therefore no need to make inferences
about the personal qualities that underpin
behaviour

4. Recruitment methods
Closed searches 2001
 Word of mouth 58
 Links with schools and colleges 41
 Head-hunters 30
Responsive method
 Speculative applications 57
Open searches
 Local newspaper adverts 89
 Adverts in specialist papers 79
 National news paper adverts 77
 Job centres 73
 Employment agencies 70
 The internet 64
 Local radio adverts 11

5. Choice of selection methods
TECHINQUES %
 Application form 86
 Curriculum vitae 68
 Covering letter 61
 Interview 100
 Telephone screening 18
 Personality test 41
 Ability test
 Assessment centre 34
 Biodata 14
 Graphology 4

6. Accuracy of selection methods
1.0 perfect selection
0.65 intelligence test and integrity tests
0.63 intelligence test and integrity tests
0.60 intelligence test and integrity tests
0.54 work sample test
0.51 intelligence test
0.51 structured interviews
0.41 integrity tests
0.40 personality tests
0.37 assessment centres
0.35 biodata
0.26 references
0.18 years of job experience
0.10 years of education
0.02 graphology
0.0 selection with a pin

7. Value of each method
Criteria
 Practicability
 Sensitivity
 Reliability
 Validity

8. Selection testing
Psychological tests
A carefully chosen, systematic and
standardised procedure for evoking a
sample of responses from a candidate,
which can be used to assess one or more
of his or her psychological characteristics
by comparing the results with those of a
representative sample of an appropriate
population.

9. Psychometric tests
 First there are tests of achievement that purport
to measure the degree of knowledge and or skill
a person has acquired at the time of the test.
Example – school examinations
 Second, there are test that are designed to
assess the capacity for abstract thinking and
reasoning within a range of different contexts and
medium. Ravens progressive matrices
 Third, the set of tests for special aptitudes or
abilities, such as the assessment of verbal,
numerical or spatial

10. Psychometric questionnaires /
personality tests
 These are based on trait or type theories
 The most common type are the
 Occupational personality questionnaire
 Myers Briggs Type Indicator
 Californian Psychological Inventory

11. Differing paradigms of selection
 Social exchange
 Scientific rationality
 Socialisation
 Socially constructed reality, knowledge
and power