Recruitment and selection test preparation

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This document provides top 10 tips for test preparation for recruitment and selection. The tips include devoting time to keyboarding skills, becoming proficient with software applications, reading business journals on time management, conducting research on industry trends, reviewing materials from previous jobs, scheduling time to articulate industry knowledge, networking with professionals, attending workshops for updates on business trends, preparing for competency exams, and practicing basic interviewing skills. The document is presented by Meridian Business Solutions with their head office located in Altrincham and contact telephone number and website provided.

Career Business Technology

Recruitment and Selection
Test Preparation

Top 10 Tips At A Glance

Be Proficient with Software
Applications

Read Business Journals on Time
Management

Schedule time for articulating
industry knowledge

Network with Professionals in
Related Field

Attend Workshops for Business
Trend Updates

Presented By

Head

Office: Altrincham
Tel number: 0161 929 3849
www.meridianbs.co.uk

Understand and Differentiate between strategic recruitment and selection. Identify the dual goals of recruiting. Comprehend recruitment process from organizational as well as individual perspective. Identify what strategic decisions are involved in recruiting. Explain the major recruitment methods and analyze their advantages and disadvantages. Identify the basic selection criteria. Design and administer an effective selection process. Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection. Appreciate varied contemporary interviewing techniques used by interviewers. Design interview form and evaluation matrix.

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The purpose was to construct a comprehensive instrument to study the impact of moderating variables on the independent variables with respect to work life balance in IT companies in India. The Design/Methodology/Approach included questions that were made for the specific social culture based on the objective of the study. Experts’ opinion was gathered and an iterative process ensured that the instrument was corrected. Content validity test, pilot study and reliability test were performed to finalize the instrument before the data collection exercise started. The instrument created through the above-mentioned process ensured easy data classification and relevance to the research. Various hypotheses were tested and a detailed analysis was possible due to the way the questions and options were offered to the respondents. This instrument was administered to IT employees in India, which has a unique social fabric due to its diversity and cultural differences

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If you find this useful, don't forget to hit 'love.' • Feist, J. & Feist, G. (2009). Theories of personality (7th ed.). USA: McGraw−Hill Companies • Tria, D. & Limpingco. (2007). Personality (3rd ed.). Quezon City, Philippines: Ken Inc. • Daniel, V. Object relations theory. Retrieved as of 2016 from https://www.sonoma.edu/users/d/daniels/objectrelations.html Other references: • Cervone, D. & Pervine, L. (2013). Personality: Theory and research (12th ed.). USA: John Wiley & Sons, Inc. • Cloninger, S. (2004). Theories of personality: Understanding persons (4th ed.). New Jersey: Pearson Education, Inc. • Ryckman, R. (2008).Theories of personality (9th ed.). USA: Thomson Wadsworth

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