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Evaluate the relative effectiveness of selection interviews as an indicator of likely candidate suitability in the case of a selected business, making recommendations for improvements in procedure

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Introduction

Evaluate the relative effectiveness of selection interviews as an indicator of likely candidate suitability in the case of a selected business, making recommendations for improvements in procedure. D1 The interview is the final stage of the Recruitment and Selection process. Candidates can be classified as the applicants for a vacancy that they have seen advertised. The chosen business for this question is M&S. It is here at this stage, the M&S employee (who is the candidate) and the employer are generally in the meeting situation. An interview is a form of test or assessment. However, it is also clarified as a formal discussion, especially one in which an employee assess, n applicant for a job. Interviews are always conducted and arranged for all sorts of other jobs, particularly retailing jobs such as M&S.At times the employer has the process of going through letters, CVs, application forms, and examination of references, which will mean that only a few number of applicants are more unlikely to be interviewed for the job. This is because interviews take up time of senior managers who have to carry them out, and this will be also costly for the business. Apart firm this, there are however good and bad statements to be made on selection interviews. Depending on the attitudes and relationships between the interviewee and the interviewer, there can be good and bad turnouts that could effect M&S. The process of selection interviewing Almost every employer includes a face-to-face interview as part of the selection process. ...read more.

Middle

Stereotyping occurs when a person is primarily identified with some group that he or she belongs to and then is assumed to have or possess a range of characteristics that are common to all members of that group. Racial stereotypes are particularly bad and can cause a lot of serious damage. Some examples of stereotypes can lead to the rejection of staff for various reasons for example. * Fat and thin people in M&S * The color and race of a person * The religious aspects of a person * The way that people are presenting themselves for example people not looking decent and tidy or unfashionable dress * Young people, particularly boys or young men, who are more likely to be classified as irresponsible in the workplace. * Dislike of regional accent * Peoples physique such as being too short or too tall * Facial futures Making assumptions The halo effet, making snap decisions and stereotyping are all assumptions, but can be a more generalized fault. There are other situations where interviewers are willing to impose their own personal view of how they would act in particular circumstance, determine how the interviewee would act. Whatever assumptions are being made, these may be opinions made by the interviewer that could lead to serious consequences for M&S involving the bad relationship problems between the employee and the employer. Gathering insufficient or irrelevant information Specific perceptual errors could be attributed to gathering insufficient for irrelevant information. ...read more.

Conclusion

The key points to all this would include: * attainments * experience * disposition * personal circumstances * reference letters * results letters * results from any essential tests * comments from the interviewers The job and person specification make it a lot easier to do the final selection. From these documents, a list of selection criteria would be important for the M&S job. It is important for the image of M&S to be polite and constructive when telling unsuccessful applicants that hey have failed to get the job. They may be suitable for different vacancies later on, and a polite, helpful letter may encourage them to apply for such positions. The successful applicant should be notified first of all. This may b because they may be searching for other jobs, and because of serious competition, it will be up to M&S to inform the successful candidate because there is a chance that other retailers would do too. it would be wise for M&S to wait a day or two before notifying the best of the unsuccessful candidates just in case the successful ones does turn down the offer. The use of tests used to selects appropriate candidates It is increasingly common for employers to expect job applicants to carry out tests to give a better picture of their ability to do the job applied for. These are usually referred to as aptitude tests. They are appropriate for manual work where there is some skill involved and also in office work where applicants might be required to take a short typing or word processing test. ...read more.

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