The document provides tips for job interviews and discusses recruitment selection methods used by employers. It notes that employers may use tests to assess a candidate's personality, reasoning skills, and aptitudes. Employers will use psychometric tests to obtain a personality and intellectual profile of candidates. Internal recruitment is less expensive than external recruitment but provides a smaller pool of candidates and can disrupt work teams. Assessment centers are multi-day events used in later stages of recruitment to observe how candidates perform in different situations and tasks.

1. Recruitment Selection Summary By Gill McMurray & Ashley Gordon Recruitment Selection Summary

2. Research the organization Wear appropriate clothes Arrive on time. Look interested and be enthusiastic Wait until you are offered a chair before you sit down. Stress your achievements. Answer the interview question by more than a simple yes or no but try not to get carried away. Don't be negative Avoid complaining about your current or former employer in your job interview. Interview Tips

3. T e s t s To help them decide who to employ, employers often use selection tests to provide useful additional information about the candidate. Tests can be used to identify the candidate’s personality profile, reasoning skills and aptitudes. The organisations will use psychometric tests to obtain a profile of the candidate covering both personality and intellectual ability. A personality test is used to explore a candidate’s personality traits. It can help identify strengths and weaknesses and ascertain whether or not the candidate is a team player, risk taker, aggressive, etc.. Two of the main types of tests are skills tests and psychometric tests.

4. Advantages of internal recruitment It’s less expensive to advertise internally than externally. It is less expensive to interview and select internal candidates – expenses do not need to be paid. It requires less expensive induction and training processes. Further job opportunities may be created as a result of recruiting internally. Candidates are known to the organisation so there is less chance of selecting the wrong person. The motivation of existing workforce may be enhanced due to a good internal promotion policy.

5. There will be a smaller pool of workers to choose from. There is less opportunity to bring in new skills, ideas, experience into the organisation. There can be a lack of ownership of tasks due to employee expectations of moving on to another job. The company will need to advertise another due (quite often lower-end jobs) if the new job is filled by an internal candidate. There can be a lack of stability in work teams due to team members regularly moving to other positions. Disadvantages of internal recruitment

6. Assessment Centres An assessment centre is usually an all day event (or longer) which forms part of the latter stages of a company's recruitment procedure. Employers want to find out how you perform in different situations and devise activities to test you in various ways.