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Task 1.3-Selection Process Analysis

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Task 1.3-selection process

Shortlisting

After the end date has passed the meeting board ought to experience the applications to rundown out which candidates are to be called for meeting. No less than two individuals from the meeting board, including the quick line supervisor, ought to attempt the undertaking of shortlisting. Where the board has an outside part, that individual ought to participate in the shortlisting wherever conceivable. Shortlisting choices ought to be taking into account confirm that the candidate has met the prerequisites of the individual detail. Shortlisting board individuals ought to abstain from releasing candidates who seem, by all accounts, to be qualified more than the need. Suppositions ought not be made about …show more content…

Employers administer job-knowledge tests when applicants must already possess a body of knowledge before being hired. Job-knowledge tests are particularly useful when applicants must have specialized or technical knowledge that can only be acquired through extensive experience or training. Job-knowledge tests are commonly used in fields such as computer programming, law, and financial management.
Licensing exams and certification programs are also types of job-knowledge tests. Passing such exams indicates competence in the exam's subject area. Tests must be representative of the tested field; otherwise litigation can be brought against the test-giver.

Personality tests
Personality tests may potentially be useful in personnel selection. Of the well-known big five-personality traits. Only conscientiousness correlates substantially with traditional measures of job performance, and that correlation is strong enough to be predictive. However, other factors of personality can correlate substantially with non-traditional aspects of job performance, such as leadership and effectiveness in a team

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