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Information
Possible selection tools in recruitment
There are a vast amount of selection tools to be utilized in the recruitment industry. Many firms will be undecided on which option is best for them. This article aims to give a brief rundown of what is available and what benefits and drawbacks each option has.
One option that is fairly popular amongst most modern enterprises is psychometric testing. These tests will aim to give you a good insight into a person's thought processes and behavioural patterns. However, although there are 1000s variants available, most UK companies seem to stick with the same few companies and well known brands. This can mean your candidate has recently taken the same test and had feedback, and may result in an adjustment of their approach. There's no real way around this other than to consider a test for what it should be, an adjunct to a face to face meeting and an additional tool to provide evidence of either hope or fears surrounding a candidate.
Another useful aid to the recruitment process is verbal and numerical reasoning tests. These can give you a fairly simple overview of how well each of your candidates performs against the average scores. There is a range of tests available, form ones which aim purely to test a candidates English and maths skills, to industry specific ones. For example firms may wish for candidates to read passages about no particular subject and make inferences form them, and do calculations of percentages etc, whereas a finance firm may chose to make candidates digest paragraphs about accounting legislation and ask them to perform rates of return calculations. The problem with these tests are that there are many websites that offer ‘practise’ tests, so some candidates may have artificially high scores from excessive practising.
A method that has become very popular in business today is the competency based interview. These basically involve recruiters asking candidates to refer back to an experience which shows they have experience of a specific competency. For example, your firm may wish to have people who are good at presentations, teamwork and numeracy. A successful candidate may say they play football for a local team, have a degree in statistics and has experience of hosting seminars. As with most things these days, there is plenty of help on the internet for candidates to mull over.
As one would expect in the age of the computer, there is a growing trend in recruitment to use on line tests before people reach a face to face stage. In my opinion, this is about as fatally flawed as offering people the chance to sit their GSCEs at home. If quite simply offers too much of an opportunity to abuse, with the prospect of having help beside you as you do tests or even worse getting somebody else to do it for you.
To conclude it is important that take each method for what they are. Ultimately employers would like to employ someone who is recommended by the recruitment team and who has also passed the tests. It would be naive at best if you were to employ someone just because of their psychometric or online test results.
John Bult runs an internet jobs board for the recruitment industry in the UKArticle source: Expert Articles
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