Selection

Selection
Selection methods;
1. Role plays – Demonstrations,
Role plays are generally used after the potential employee has already completed a few other selection methods like an interview. Role plays will be used to see how the potential employee reacts to things that may happen on the job.

Pros;
• Employers can witness firsthand how that potential employee would handle potential situations
• Employers can put the employee in extreme circumstances to see if the correct procedure is carried out
• Employee can show just what they have to offer
Cons;
• It’s not a real life situation so it’s never an exact reflection of what may happen
• It’s a controlled environment and situation so there is no chance of it getting out of control

2. Interviews –
Interviews tend to happen either at the very beginning of the selection or toward the end, interviews are used so the employer can get to know a bit more about the potential employee and the employee can ask any questions they would like to ask.

Pros;
• You can ask direct questions to the employee to gather the exact information you require
• You will be able to spend some one on one time with the employee so you will be able to asses there personality
• Employees can find answers to any questions
Cons;
• The employee may be shy there for they would behave differently in an interview
• The interview is not a true reflection on how that employee would perform doing the job

3. Tests –
Testes are usually used just before the interview stage of job applications this is so that the results of the tests can be used in the interview to gage what type of worker that potential employee will be.

Pros;
• You can analyse exact detailed data
• The questions are tailor made to what you require
Cons;
• The employee may just answer the test how they feel you want it answered.
I was involved in an interview for a job in a local store and the interview that was taken was an incredibly effective one, the interview allowed for me to showcase my best features and allow the potential employer just what I had to offer. The interview also allowed them to see just what my personality is like and just how that personality would fit into the work place. It was also an effective interview as the questions I had were answered and I felt a lot more confident about my chances at securing a job.
In the interview with my fellow university about how advantageous they feel that personality tests are the result was pretty clear. They felt that personality tests where very useful in the selection process for jobs as it would be crazy to have a department where everyone had the same personality things would never get done and the chances of conflict are greater increased. Personality testes will help ensure that there is a balance between personalities.
The only recommendation that I have for my current work place in their selection method is hold more than one selection day, have the potentials come back for a second day so that you can truly gage how they would behave in the work place and you can get to know them a lot better and you can see how they interact with the other people who are being interviewed also.
In conclusion the selection methods can be used to help select the best possible candidate for the job however there are some flaws in the selection methods therefore the more selection methods you can use the higher the chance of selecting the best possible employee.