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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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3. Personality tests as the name suggests are conducted to measure the prospective employee’s motivation to function in a particular working condition.

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Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Luis Navarro, Jr. Southern New Hampshire University Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Arthur, W., Woehr, D. J., & Graziano, W. G. (2001). Personality testing in employment settings: Problems and issues in the application of typical selection practices. Personnel Review, 30(6), 657-676. The authors explain, within in this article, the issues of multi-dimensional issues of personality, linear selection model(s), effects of self-selection, biases’ with social desirability, impressionism, and among other complexes (e.g., top-down selection, legal implications).

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1. Standardized tests are a reliable and objective way to measure student achievement. Multiple choice tests like the ACT and SAT are graded by machines and not subject to bias or subjectivity. Having to rely on scores from teachers is not as reliable as the teachers have a vested interest in producing favorable results. 1.

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Selection methods deal with the candidate’s applications and resumes, interviews, reference checks, background checks, cognitive ability tests, performance tests, and integrity tests (Bateman & Snell, 2013, pp. 185-187). Throughout the selection process on the video, there were two applicants that were interviewed: Jacqueline and Sonya. The three key components that Robert was looking for was business experience, education, and personality qualities.

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Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.

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