Prepare thoroughly for interviews by dressing professionally, speaking clearly, bringing your resume, and planning what you will say. Be on time, polite, and display a good sense of humor. Maintain eye contact with the interviewer and ask questions about the job. Employers may use aptitude, medical, work sample, and IQ tests in addition to interviews to assess skills. Assessment centers involve a series of extended selection procedures over one or two days to evaluate candidates fairly. Internal recruitment has lower costs but a smaller candidate pool, while external recruitment allows new skills and a wider pool but is more expensive and risky.

1. Recruitment and selection Interview tips

2. Interview Tips Look presentable and respectable Speak clearly and don’t mumble. Come prepared with CV. Plan what you are going to say Be polite, arrive on time. Have a good sense of humour. Keep good eye contact with the interviewer. Ask questions about the Job.

3. Tests The recruitment and selection process will often involve more than just interviews. Employers use a range of tests and tasks to assess your ability to actually perform certain parts of the job, in addition to the information they collect from interviews. These tests may include things like; Aptitude tests Medical Tests Work sample tests IQ tests These tests are to show the things you can do rather than the things you say you can do

4. Assessment Centres Some companies run a series of extended selection procedures, called assessment centres, each lasting one or two days or sometimes longer. Usually, these are after the first round of interviews and before the final selection but they can be used as an initial selection process. They are commonly held either on employers’ premises or in a hotel and are considered by many organisations to be the fairest and most accurate method of selecting staff.

5. INTERNAL RECRUITMENT Advantages It is less expensive to advertise Existing employees will have the opportunity to enhance their career. Candidates are known to the organisation so there is less chance of selecting the wrong person. Disadvantages There will be a smaller pool of workers to choose from. The company will have to advertise another job if it is filled by an internal candidate. Less opportunity to bring new skills.

6. EXTERNAL RECRUITMENT Advantages New workers can bring new skills and innovation to the organisation There is more chance of recruiting a good fit because there is a wider pool. Disadvantages It is more expensive Recruitment process may be slower. Candidates are not known to the company so there is more chance of recruiting the wrong person