Selection Week 20

Selection                                               week 20

This blog is about the selection process for an organisation and the three selection methods I choose are:

Interview: interviews are usually a one to one with interviewer and interviewee and at times the interviewer is accompanied by someone. The whole reason for an interview is to for the employer to speak to a potential employee and talk to them. So the employer just wants a formal/informal talk with the potential employee to ask open and closed questions to assess the body language, confidence of the applicant.

http://www.elec-intro.com

The positive thing about this process is the fact it is a face to face discussion between two potential colleagues to discuss a possible job contract. And also to check whether the person is capable of delivering the output that the company expects or not.However the negative aspect is that interviews can often go wrong easily with interviewers like not making interviewees feel comfortable and making them feel nervous, asking too much closed questions or even using an inappropriate tone. Interview should be done in a way that the interviewee is in a normal condition and interviewer should make them feel relax so that they can show the best of themselves.  

Tests: are held mainly to test the applicant. This is when an applicant has to fill in answers on a sheet, where the applicant may get a choice of multiple choice answers or their opinion. Tests are generally held to test the applicants’ skills, knowledge, confidence etc about the job. The reason an employer uses this method is to assess how suitable the applicant may be and to check what they would do in different situation and what their point of view is about the company and the related skills for the job.

The positive about this is that the employer will get a good insight of the applicants’ potential abilities to succeed. Employer will also get to know that what kind of thinking the employee has got and how his behaviour will vary in different situations. The negative is the applicant may easily lie and put in answers that will make the applicant look good. Apart from this the employer will try not to show the real himself if he is not putting the answers correctly but later on he might get fired due to the fraud he had done with the company as hid decisions in future might cause problems.

Assessment centres are occasionally held, it is a selected panel from an organisation to take short listed candidates through different tasks and offering the job to the person they judge the best the job. They put a group of people in different situations to check how they behave and how well they are at certain things. Like they will do tasks that are teamwork oriented, some those are related to knowledge, some that are related to skills and some that reflect their personality etc.

http://www.urthebrand.co.uk

The good thing about this method is the fact employers will be able to see their potential employees in action that how they perform in different tasks so that employer can choose the best out of all of them. These activities will reflect the real insight of the employers which they won’t be able to hide in so many activities as those activities will show what skills they all have got. However the problem with this is that some people maybe shy or even nervous in these cases and will not perform to their best ability so the panel of judges may not see the best in the candidates. Apart from this people might do more to what they are in order to impress the employer and by doing this they might be ignoring the team work and that over confidence might lead them to a wrong way.

I applied for a job at cineworld and I was quite happy when I received the call for an interview, to be honest I was sure that I will get this job because I was very well motivated and I had a bulk of knowledge about movies which made me think that im the perfect guy for such a job. So I went for the interview and I saw there were around sixteen people for the interview. They divided us into groups of four and gave us a topic to write a story on, at first I was like what kind of interview is this then our group made a success as we won that activity and as a reward our group got free tickets for a movie. Later they asked us to ask and talk to the guy next to you and at the end they called for an individual interview. Next day I received a call that I was not chosen as a part of team member for cineworld. I think for me the interview was really very effsctive as this was the first time I went for such an interview so it was  a new experience for me. I learnt that its never just you who has to do all of it or its never you who will get the credit its always the team effort that gives an effective output and its always the team who is rewarded when you are working in a team. Apart from this I also got the thing that one should never be too confident as over confidence got me lose that job.

I am familiar with Anglian Home Improvements and Zenith Windows (sales companies) as my colleagues work there and I think the selection process could be improved. The organizations listed above will advertise a vacancy and will hire anyone who turns up for the interview, no real training is given for sales and when they see the employee is not as to what they expected they will sack them even though it was the employers who did not ask relevant questions. So I think interviewers for the above organizations should ask questions that will help them assess the employees’ confidence and also maybe run a role play. If not possible the employer must give some training related to the job they have to do so that they can meet up to the expectations of the employer in the near future.

Conclusion:

The selection process is important when an organization looks to employ people, they should conduct the process appropriately and make sure they get the best out of their potential employees. Selection process is very compulsory these days as most of the organizations are doing it so that they do not have to look for a new employee in the near future.

References:
http://www.elec-intro.com/EX/05-13-14/Interview.gif Accessed on 7 May 2011
http://www.urthebrand.co.uk/images/assessmentcentres_467x242.jpg Accessed on 7 May 2011