Selecting the best employees Today’s work….

Aims Methods of selection include: interviews, assessment centres, and tests. how recruitment and selection can improve a workforce

But first…. A test!

Complete the test sheet…. This is a psychometric test…. Judges your ability from a different angle! 6_ START - PSYCHOMETRIC TEST.ppt

Summarise their reaction to the test It gives not an insight to their academic ability but rather an insight to their personality, character …. How they would work in a team! Who over-reacted? Who just got on with it?

Quick Recap Quiz!! 1.Once a vacancy has been identified, what is the first document to be drawn up? 2.What details would it include? 3.What defines the qualities of the ideal candidate? 4.What details might this include?

Quick Recap Quiz!! 5.What process narrows down candidates invited for interview? 6.Give 2 advantages of internal recruitment 7.Give 2 advantages of external recruitment 8.Give 2 disadvantages of internal recruitment 9.Give 2 disadvantages of external recruitment You need to know these for the exam – on school website are past lesson’s slideshows! Use textbook to review work.

The Selection Process… 1.Shortlist most suitable applicants based on application forms 2.Interview candidates 3.Ask for references… Will this process find the BEST candidate? What other selection techniques are there?

The Office Watch the clip What did he do wrong? If you were a consultant – what advice would you give interviewers on how to improve his style????

Assessment Centres What’s involved?

Assessment Centres… Some companies run a series of extended selection procedures, called assessment centres, each lasting one or two days or sometimes longer. Usually, these are after the first round of interviews and before the final selection but they can be used as an initial selection process. They are commonly held either on employers’ premises or in a hotel and are considered by many organisations to be the fairest and most accurate method of selecting staff. This is because a number of different selectors get to see you over a longer period of time and have the chance to see what you can do, rather than what you say you can do, in a variety of situations.

What happens in an assessment centre? Social/informal events - where you could meet a variety of people, including other candidates, the selectors, recent graduates and senior management. This is presented as an opportunity for you to find out about the organisation and to ask questions in a more casual setting. These events may appear informal and not part of the true assessment procedure but you should behave in a way that reflects well on you. You should certainly avoid any excesses of alcohol, even if representatives from the employer encourage you. Information sessions - which provide more details about the organisation and the roles available. Listen carefully, as the information provided is likely to be more up to date than your previous research. If you are unclear about anything, ask. It is useful to have a question prepared for these sessions but make sure that the answer has not already been covered. Asking inappropriate questions just to get noticed will not impress the selectors. Tests and exercises - designed to reveal your potential. Selectors at assessment centres measure you against a set of competencies and each exercise is designed to assess one or more of these areas. Don’t worry if you think you have performed badly at any stage; it is likely that you will have the chance to compensate later on.

Testing… Aptitude Psychometric SkillsPersonality Attitudes Character

Test your aptitudes…! Page down and Click here

So what type of character are you? ENFJ: "Pedagogue". Outstanding leader of groups. Can be aggressive at helping others to be the best that they can be. 5% of the total population. ENFJ: "Pedagogue" ENFP "Journalist". These people love novelty and surprises. They are big on emotions and expression. Life is an exciting drama. They are good at sales, advertising, politics, and acting. 5% of the total population. ENFP "Journalist" ENTJ: "Field Marshall". The basic driving force and need is to lead. Tend to seek a position of responsibility and enjoys being an executive. 5% of the total population. ENTJ: "Field Marshall" ENTP: "Inventor". Enthusiastic interest in everything and always sensitive to possibilities. Non-conformist and innovative. 5% of the total population. ENTP: "Inventor" ESFJ: "Seller". Most sociable of all types. Outstanding host or hostesses. They may be dependent, first on parents and later on spouses. They excel in service occupations involving personal contact. 13% of the total population. ESFJ: "Seller" ESFP: "Entertainer". Radiates attractive warmth and optimism. Smooth, witty, charming, clever. Fun to be with. Very generous. They make good performers, they like public relations, and they love the phone. 13% of the total population ESFP: "Entertainer".ESTJ: "Administrator". Much in touch with the external environment. These are responsible mates and parents and are loyal to the workplace. They are realistic, down-to-earth, orderly, and love tradition. They often find themselves joining civic clubs! 13% of the total populationESTJ: "Administrator" ESTP "Promoter": These are action-oriented people, often sophisticated, sometimes ruthless -- our "James Bonds." As mates, they are exciting and charming, but they have trouble with commitment. They make good promoters, entrepreneurs, and con artists. 13% of the total population. ESTP "Promoter" INFJ: "Author". Strong drive and enjoyment to help others. Complex personality. 1% of the total population. These are serious students and workers who really want to contribute. They are private and easily hurt. They make good spouses, but tend to be physically reserved. People often think they are psychic. They make good therapists, general practitioners, ministers, and so on. INFJ: "Author" INFP: "Questor". These people are idealistic, self-sacrificing, and somewhat cool or reserved. They are very family and home oriented, but don't relax well. High capacity for caring. High sense of honor derived from internal values. 1% of the total population. INFP: "Questor" INTJ: "Scientist". Most self-confident and pragmatic of all the types. Decisions come very easily. These are the most independent of all types. They love logic and ideas and are drawn to scientific research. They can be rather single-minded, though.. 1% of the total population. INTJ: "Scientist" INTP: "Architect". Greatest precision in thought and language. Can readily discern contradictions and inconsistencies. They are good at logic and math and INTP: "Architect" make good philosophers and theoretical scientists, but not writers or salespeople. 1% of the total population. ISFJ: "Conservator". These people are service and work oriented - very loyal. They may suffer from fatigue and tend to be attracted to troublemakers. They are good nurses, teachers, secretaries, general practitioners, librarians, middle managers, and housekeepers. 6% of the total population. ISFJ: "Conservator" ISFP: "Artist". Interested in the fine arts. Expression primarily through action or art form. They are shy and retiring, and are not talkative,. They are not big on commitment. 5% of the total population. ISFP: "Artist" ISTJ "Trustee" These are dependable pillars of strength. They often try to reform their mates and other people. They make good bank examiners, auditors, accountants, and phys. ed. teachers, and boy or girl scouts! 6% of the total population. ISTJ "Trustee" ISTP: "Artisan". These people are action-oriented and fearless, and crave excitement. They are impulsive and dangerous to stop. They often like tools, instruments, and weapons, and often become technical experts. They are not interested in communications and are often incorrectly diagnosed as dyslexic or hyperactive. 5% of the total population. ISTP: "Artisan"

Test your aptitudes…! questions/test-samples/page1.htm After each ‘test’ CHECK you answers! Psychometric tests

BBC Personality Test Click here

What are they looking for..? Problem Analysis Creativity Drive Judgement Resilience Empathy Organisation Implementation MEDICAL

What can go wrong…? Employees are investments, it is important to get the right person for the job The right person will add value The wrong person will increase costs and reduce performance

What can go wrong…? Costsstereotyping Perceptual Selectivity Halo/ Horns

True or False…? Research shows that most interviewers make up their mind about a candidate within a few seconds True

True or False…? Psychometric tests are designed to catch out those who are lying False

True or False…? Large firms may spend more than £20,000 per candidate when recruiting? True

The Interview…. Plenary On the whiteboard Two teams Use the Gingerbread man shape…. One team – write all the ‘BEST’ things you should do/body language/ dress for an interview The other team – write all the ‘WORST’ things you should NEVER do for an interview!

Best ever interviewee Worst ever interviewee