Selection

The overall aim of the selection process is to find the best person to fill a specific job role. In order to do this, managers must find out as much information as possible about candidates and then evaluate this information to assess these candidates and choose who would be the best person for the job.

The most popular type of selection process is interviewing. Interviews are used after the recruitment process has been completed. When I got my job at Waitrose, I actually had to go to two interviews. The first was a group interview, where I was selected, and the second was a one to one interview with the person who was going to be my manager. In the second interview, all that happened was he offered me the job in person and then we discussed the hours that I would work. I was called up for an interview, after I submitted my application form to Waitrose. They had obviously decided that I was one of the more suitable candidates for selection from the pool of recruits that they had received. I found the interview effective as it was face to face, and I could show the managers at Waitrose my personality. This is an advantage of interviews, as because they are face to face, it is easier for the interviewer to pick up on the interviewee’s personality and attitude. Another advantage is that the interviewer can take a look at the person’s appearance e.g. whether he/she is presentable or scruffy as they would not want someone scruffy looking working for them. When I went to work at Waitrose every week, I had to be clean shaven and had to take off my earring and make sure that my shirt was tucked in at all times. It was very unhelpful that my trousers were too loose even with a belt! Interviews provide managers with the opportunity to notice how potential employees engage face to face, and how they cope in pressure situations. This last point is also a disadvantage of interviews however, as interviews cause people to become stressed and feel under pressure. This means they will not always be themselves, and the interviewer will not be seeing the “real” candidate, just a stressed out one. Interviews can also be time consuming and expensive.

Shortlisting is another way of selecting candidates. This involves reducing the number of applicants, to a more manageable number. Human Resources will forward all applications received to the chair of the panel for short-listing. A Shortlist Memo and Shortlist Form will also be sent for completion by the panel, giving reasons as to why applicants were not selected for interview. The Human Resources team will contact the shortlisted applicants to inform them of the interview arrangements. An advantage of shortlisting is that it significantly cuts down the number of applicants to a much more manageable number. Another advantage is that it helps Human Resources to review applicant’s skills and knowledge, by checking their CV’s and application forms. The disadvantages of shortlisting are that it may be difficult to ensure that the key things searched for by the HR department, do not overlook any applications which could potentially match the person specification. Employers have to develop long application forms in order to ensure that the candidate includes all appropriate information in sufficient detail for their application to be selected.

Assessment centres are yet another way of selecting candidates. Assessment centres are a process of combining a number of different assessment techniques. They usually take place over 1-5 days and bring together a range of candidates for a job or potential promotion. Assessment centres often test a person’s ability, personality and their writing and verbal skills. The advantages of using assessment centres to select applicants are that they are a valid predictor of job performance and whilst multiple assessors often mean that this process is accurate than others, it means that applicant behaviour can be monitored carefully during the whole testing process. Assessment centres allow a candidate to show a range of different qualities and abilities in a number of situations. This enables a quick decision to be made by assessors. Disadvantages of assessment centres are that it takes a lot of time to make and then conduct the tests. This can be quite expensive and it may not be realistic to expect candidates to commit the time required to them. Assessments are also stressful to many people, meaning that not all candidates will perform to the best of their abilities.
https://fac.dhs.vic.gov.au/home.aspx?TabID=content&type=4&contentID=4265
http://www.pwc.com/uk/en/careers/student/selection-process.jhtml
http://www.humanresources.hrvinet.com/online-screening-and-shortlisting/
http://www.bbk.ac.uk/hr/policies_services/Recruitment/selectionprocess

After questioning my mum, I found out that she believes it would be very advantageous for personality tests to be used in selection processes. She feels that they would help with organisations finding out about the kinds of people they are employing. By finding out whether or not somebody is likely to be a good leader or a good teamworker for example. Personality test will help businesses to understand the personalities of the people they are potentially going to employ. Using them will save organisations time and money, as they will not have to wait to find out whether or not the person they are employing will be good at that specific type of job. This is what my mum believes. I however do not agree with her. I feel that personality tests can hinder the likelihood of a person getting the job. A person like myself for example, who achieved very high scores for sociability might be considered “too talkative to employ” or considered not as good as another more work orientated person. This however does not really give people like myself much of a chance, however as Waitrose have noticed when testing me, I have achieved 100% records in all of my customer service tests. I consider this a massive compliment considering the fact that I work for Waitrose, who specialize in customer service, where quality customer service is one of their main priorities. The fact is, if I had had to take a personality test before being recruited at Waitrose, I may never have got the job, simply because they felt my personality was too focused on being sociable. They may have thought that I would much rather spend the time talking than getting on with my work. This however has proved NOT to be the case! Another thing is, the fact that people can quite easily lie on personality tests in order to make themselves look better. If this is to happen, it makes it even more likely that organisations are likely to recruit the wrong kinds of people to the wants they require.

At Waitrose, I feel that the selection processes are very good. They give everybody an equal chance, and even call people back for two interviews. In the first interview (group interview) they leave the interviewees in a room together to get to know each other and relax. This reduces candidates stress levels and ensures that they will be more themselves in an interview. The interview is conducted by one manager only so as not to intimidate candidates. It is conducted in a relaxed manner and does not last long, ensuring that candidates do not get bored. I remember the first thing I did in my interview there was to play a game of work related bingo! I actually won so was very pleased with myself! After that we were asked a few questions, and filled out some more information about ourselves (similar to the application forms so that was easy) and that was pretty much it. The interviews are effective as they really are not very stressful. I remember feeling very nervous at the start, but as the interview wore on I relaxed a lot, and by the end of it I was actually feeling very happy and confident even though I had no clue yet as to whether or not I would get the job. Soon after, the successful candidates are called up for a second interview.

My second interview was a one on one interview with the person who eventually turned out to be my manager. He basically asked me a couple of questions and when he was pleased with my answers he offered me a job and we discussed the hours that I would work. This interview was even less stressful as it was one on one, and as soon as he got there the first thing my manager did was to offer me a drink, tell me to sit down and ask if I was ok. This helped to relax my nerves hugely and I began to feel very confident and more myself. It is for these reasons that I have no recommendations for Waitrose in how they could improve their selection processes, as I feel they run them perfectly. I consider interviews to be the very best form of selection as nothing beats being face to face with somebody. It is the only way you are able to read attitudes and personality. Again these are the reasons for which I consider Waitrose’s selection processes to be extremely effective.