Selection and Decision Making in Recruitment Essay Example for Free

Selection and Decision Making in Recruitment leavenFor this assignment I am required to produce an information leaflet, for a newly appointed theater selector, which will describe how to plan for effective selection converses in order to appoint the perfect individual/s for the job. My chosen organisation is Tesco who conduct different selection processes for different jobs I will be concentrating on the floor theater director of a Tesco store.Newly appointed floor managers for my chosen organisation Tesco will have to plan ahead, communicate effectively and make wrangle selection and decision making. One of the main things the manager has to do onward the selection process even starts is prior planning, below is what the manager has to do before the interview takes place The manager of Tesco has to plan prior to the interview he/she has to select the interview control board. The manager of Tesco goat select a supervisor and executive manager for the panel as these peop le are already working within the store and the manager doesnt have to go and get other merciful resources from headquarters which waste valuable time. Having a interview panel is effective as it makes sure contrast against the applicant/s doesnt happen and similarly the panel can check if the level of techniques much(prenominal) as communicational skills are utilise throughout all the interviews, it makes sure standards dont slip. Types of interview The manager has to decide what class of interview he/she will have to under take, tump overing in this case the manager is a Tescofloor manager he/she should only consider group interviews if employing cater on a large scale such as floor staff, (shelf stackers, costumer service assistance etc) this will save time as large number of applicants are interviews quicker, however, having group interview means non all skills of an individual may be known to the manager but this does not enumerate as much as these applicants are onl y floor staff.Also one-to-one interviews should be considered because these interviews discover a lot about the applicant as it is only one person and not a group, a one-to-one interview is suitable for a higher ranking job such as assistant manager as more than skills are required compared to a shelf stacker. Tescos do not need toconduct any other types of interviews such as telephone interviews because it is not suitable for the job they advertise.The amount of stages in the interview has to be considered, for Tesco the manager has a choice between singular stage or multiple staged interviews, it is suitable to have a multiple staged interview which Tesco currently do than a one staged interview, more stages means the applicant goes through intense testing and interviews meaning he/she is more likely to be suitable for the job. Doing a singular staged interview doesnt find out all the skills of a person and the wrong person may be selected for the job and also that person may pe rform magnanimous on that one interview, whereas, having more than one stage means the performance can be averaged which is more fair. However, the more stages in interviews the more time, so, the manager has to consider time as it will take more time for multiple staged interviews.Other selection methods will have to be considered, Tesco currently concentrate Psychometric Tests which measure the sensitivity or memory or intelligence or aptitude or personality of the applicant, this should be undertaken by the floor manager of Tescos as most of the staff will need good personality, memory etc for their job as they will be working with costumers. There are also multiple choice questions which are a series of question and usually four possible answers where one answer is correct, this usually finds out the technical companionship of the applicant of the job.Finally, the manager must consider during the planning equal opportunities, he/she will have to undertake measures to make sur e each applicant is enured equally and not discriminated having an interview panel solves this problem as there is more than one person conducting the interview and less chance of discriminations. Also, a memorialize recorder can be used so if the applicant protests to the way he/she was treated, the tape can be used as evidence.Communicational SkillsThe manager has to consider his/hers/interviewers communicational skills this is a vital role in an interview as it can make the applicant reject thejob due to improper language used. Firstly, the manager has to decide whether to use effective, inefficient or a combination of both questions because asking too many ineffective questions may gage the applicant, whereas, having too many effective questions may make the applicant feel uncomfortable, so, I would recommend to use a combination of both effective and ineffective question so the applicant is neither bored or uncomfortable throughout the interview.As the floor manager will b e looking for legitimate skills from his potential employees, asking various types questions would be ideal to find out the skills, this is an indirect way of knowing the applicants skills and is another way to check the applicant is not lying about his/her skills, a direct way of finding out about the skills is to look at the applicants CV, ask previous employer and/or ask direct questions to the applicant. I would recommend the manager to use various types of questions, below is what the manager should use or tell the interviewer to use during the interview itself Open questions These are questions without a particular answer and makes the applicant feel less under pressure as its an indirect question, an example of an open question is Why do you loss the job? or How do you handle stress?, the advantage of utilise these types of questions is that it lets the interviewer know the creative side of the applicant and is a way not making the applicant uncomfortable. Closed question s These are basically yes or no questions. They are precise direct and I wouldnt recommend the manager to make use of these very much as they make the applicant feel uncomfortable, however, they do find out the relevant information and an example of a closed question is Do you have a criminal record? or Can you work in a group?. Hypothetical/ Situational These are similar types of questions, these are used to see if you would do the right thing during a situations e.g. the interviewer may ask what would you do if you saw someone stealing? this would be an ideal question as this person would be working in Tescos werestealing is quite common and the applicants answer should be something like I would inform security instead of look something like I would ignore it which would send the wrong message out to the interviewer.The manager has to consider how personal information such as criminal records could be checked he/she could either directly ask the applicant during the interview , check the applicants CV before the interview and/or check with the criminal records bureau to ratify any spent convictions.The manager of Tescos will also have to make sure the interviewer or himself make use of good body language, this means using the right tone of voice and not being rude, this makes the applicant feel welcomed and feel he/she is an ideal environment rather than in an environment where he/she is under pressure. At the same time the manager has to make sure that the interviewer listens to the applicant, it is alship canal important to ask the applicant if he/she has anything to say rather than oddment the interview with a goodbye. Furthermore, the interview is about the applicant not the interviewer, so, the applicant should be speaking more than the interviewer, and about 80% of the interview should be the applicant speaking.Analysis and summarisation of information gathered in the interview is vital as it is needed during short listing candidates, there are s everal ways in which the interviewer can gather information, firstly via a tape recorder, and this does not waste the interviewers time as he/she doesnt have to write much down. Secondly, the interviewer her/himself can simply use a pen and paper to gather information during the interview, however, this is time consuming and all information may not be complete and finally, there could be two interviewers, on asking questions and the other gathering and analysing information, this is a good idea as this system also makes sure discrimination doesnt take place.