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Name: Kayleigh Butler Kelly Student Number: 20080619 Module: Research Methods Lecturer: Anne-Maire Lally Date & Signature:

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Table of Contents 1.1 The Importance of Job Selection……………………………………………………. 1.2 Approaches to Selection Decision Making…………………………………………. 1.3 Types of Selection Methods………………………………………………………… 1.4 Bibliography…………………………………………………………………………

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1.1 The Importance of Job Selection Selection is the process of choosing which applicant should be appointed to a vacancy, by closely assessing the applicants in all areas of the organization [ CITATION HTG98 \l 2057 ]. Selection is progressively critical as further attention is applied to the expenditure of poor selection, in a very competitive market for talent. [ CITATION Der08 \l 2057 ]. A way to determine that the objective of a selection process is met is by forecasting performance on the job, organising and evaluating the information and giving information to each applicant so they can decide if they wish to accept the job offer [ CITATION Mar96 \l 2057 ]. The importance of selection can either lead to high and excellent performance, less training which reduces cost of training, motivation of others, keen to work and high and effective productivity.[ CITATION Der17 \l 2057 ]. The development of cultures is firstly measures by the recruitment and selection of employees with the essential attitudinal and behavioural characteristics needed to for the job intended [ CITATION Sna95 \l 2057 ]. It is known that selection decisions are the most important of any decisions taken by a manager to make the organization as effective as possible, the cost of the lack of ability can be seen if ineffective selection is taken [ CITATION Red95 \l 2057 ].In the UK, there was a survey carried out by 108 firms, it stated that only 1% of the audiences agrees to have never used interviews as a way of selection decision making and approximately 81.4% always used them [ CITATION Rob86 \l 2057 ]. Employers usually invest little input in unskilled worker selection as they deem them to be less likely to be productive in their position and have a high chance of labour turnover with cost. Putting greater input into skilled worker selection leads to employer satisfaction and the sustainability of the job for the employee [ CITATION Pel11 \l 2057 ].

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1.2 Approaches to Selection Decision Making Decision making is defined as a process of selecting a specified option from a range of alternatives on the bases of a given criteria [ CITATION Wil01 \l 2057 ]. An important tool to achieve this is the matrix. This method ensures that each candidate is evaluated against every selection criterion and in the matrix the important details are stated. This can be used if it’s a single or multiple selection method. If the multiple method approach is used and the information is inconsistent regards to any criterion, it can be taken into consideration in the decision-making process. When more than one selector, there is a debate on how to obtain, use the information and judgement of each individual selector. [ CITATION Der17 \l 2057 ]. The alternative features rely on the company’s aims, as much as the needs of the company’s application. Other factors such as production system, cost, load capacity, etc., need to be considered before a suitable applicant can be selected [ CITATION Rao11 \l 2057 ]. Another approach would be to have one matrix with all selector’sinvolvement. Although it is a faster approach, the most discreet applicant may hold all the key tools, and which may not then be added into the debating stage, which is a risk [ CITATION Der05 \l 2057 ]. Suitability, validity and reliability are selection techniques to determine if the applicant is suitable for the job [ CITATION Rya14 \l 2057 ].

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1.3 Types of Selection Methods The next step is to make sure you select the applicant with the right specification. They would look for attributes that indicate the applicant is suitable for the position. From this method, the employer can now narrow down the list of applicants who qualifies for this role and a list of whom have been rejected also [ CITATION HTG98 \l 2057 ]. Group selection method is very important as it outlines the applicant’s ability to get on with his/her fellow colleagues, express themselves verbally, think logically, identify their role in group issues and influences others and the way they do things. One essential advantage of group selection method is that they provide the employer with some of the behaviour on which to select. Having a good behaviour is crucial in a workplace so having this type of method gives the right information on which applicant to select instead of other information. e.g. test results. This method is more befitting for management, graduates and supervisors. A disadvantage for this method is that it is hard to analyse an individual’s contribution in a group as some may not partake to the best of their ability [ CITATION Der17 \l 2057 ]. An interview is also a type of selection method. Interviewers will in general go for prefer interviewees who are calm, who set the interviewers as being confident, who are communal as well easily spoken, and who have some level of relational[ CITATION Ala07 \l 2057 ]. Some of the different types of interviews include one on one and telephone interviews. The one to one interview focuses on the interaction between the candidate and the individual representative of the organization. The process of one to one interview allows cross referencing of information before hiring the candidate[ CITATION Cor06 \l 2057 ]. Telephone interviews are commonly used to pre-screen a possibility to talk with eye to eye at a later point in time. Your questioner is simply figuring out you as a potential up-and-comer and needs to be certain you personally merit their time. It's essential to treat the telephone meet the way you would treat some other meeting[ CITATION Kri15 \l 2057 ]. An Assessment centre is another type of selection method. Assessment centres offer an ideal assessment opportunity for receiving information that has good credibility due to the high validity of the technique [ CITATION Fle92 \l 2057 ]. This means that a few people are tested together by a few assessors, using different types of selection techniques. This helps to collect information, observation and evaluation of how the applicants socialize with other people. The different types of activities that make up an assessment centre are 5

psychological tests, group exercises and self- assessments[ CITATION Mar11 \l 2057 ]. Candidates must be briefed thoroughly before and at the start of the assessment at the centre. At the end, the assessors must agree on a rating for each applicant taking into consideration all the selection activities [ CITATION Der17 \l 2057 ]

Bibliography al, S. e. (1995). Bennett, H. G. (1998). Corbridge, S. (2006). Hook, M. F. (1996). Hook, M. F. (2011). Keil, W. a. (2001). Kerslake, F. &. (1992). Makin, R. a. (1986). Mathews, R. a. (1995). Russo et al. Pellizzari. (2011). Penning, K. (2015). Polyhart, R. &. (2014). Price, A. (2007). Torrington, D. (2008). Seventh Edition. Torrington, D. (2017).

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