• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Compare and contrast TWO modern recruitment/selection methods (e.g. psychometric tests) with more traditional systems (e.g. individual interviews).

Extracts from this document...

Introduction

Compare and contrast TWO modern recruitment/selection methods (e.g. psychometric tests) with more traditional systems (e.g. individual interviews). To what extent do the innovative techniques overcome the problems inherent in traditional methods of recruiting and selecting staff? To put this title into context, the importance of recruitment and selection must be outlined. It is clear, from the literature and from my own personal experiences, that recruitment and selection are a crucial element of Human Resource Management (HRM). Regardless of size, it is essential to employ an effective recruitment and selection procedure. According to Marchington and Wilkinson (2002: p277), recruitment and selection have become a highly sophisticated practice of HR; consultants and organisational psychologists have been employed to ensure companies have made valid and reliable selection decisions (Marchington and Wilkinson, 2002). This essay will compare and contrast psychometric testing and online recruitment against traditional methods. Furthermore, it will assess how the modern recruitment and selection methods have overcome the problems inherent in traditional methods of recruiting and selecting staff. Selection is the process of discriminating between the pool of candidates which have been recruited. This can be in the form of references, interviews, tests and assessment centres etc (Lecture Notes). On the other hand, recruitment is essentially a pre-requisite of selection; it involves the searching for candidates (be it internal or external) for job vacancies. This involves communicating with actual or potential job seekers, and motivating them to apply. Hence, the objective is to attract the right candidates in the right number (Brunel University). Having defined the terms, we can compare and contrast the two methods against traditional systems. Psychometric testing is a series of written or practical tests, which assess a clearly defined sample of human behaviour. ...read more.

Middle

Having used the new selection methods, West Sussex County Council saw a marked improvement in labour turnover rates as they selected the right candidates for the job (Employers Organisation for Local Government). In terms of accuracy, psychometric testing solves the problems of interviews and references. During an interview, the interviewer must rely on the candidate's honesty in answering certain questions, also many line mangers can write inaccurate references. In cognitive ability tests, mental ability can be measured accurately as the candidate cannot lie about anything. The most the candidate can do is lie (www.Toolpack.com). Meta-analysis demonstrates that psychometric testing scores higher in terms of validity, compared to other selection methods. This analysis is a process of combining many individual studies in order to show a typical picture. One much reported set of findings is that of Dr. Mike Smith of UMIST: (Perfect prediction) 1.0 0.9 0.8 0.7 Assessment centres (promotion) 0.6 Work sample tests 0.5 Ability tests 0.4 Assessment centres (performance), biodata, personality questionnaires 0.3 Structured interviews 0.2 Typical interviews 0.1 References 0 Astrology, graphology (Chance prediction) Fig. 1 (Source: Smith, 1986) From the table it is clear that psychometric testing scores higher in terms of validity compared to interviews. When it comes to solving interview bias, psychometric testing has been criticised for its effectiveness. According to Bach and Sissons (2002), black males do not do as well as others in cognitive tests. As a result, the tests do have an element of discrimination. Also, the premise that personality tests provide a profile of a candidate's personality in order to assess their suitability for the job, results in stereotyping. This does not help solve the problems inherent in interviews. ...read more.

Conclusion

There is no point implementing a sophisticated online recruitment system for a bricklaying company trying to recruit a bricklayer. From the analysis of this essay, online recruitment does go far in solving the problems of traditional recruitment; however, it is not an ultimate panacea for every company concerned, as some organisations do not need it as much as others do. No selection method, unfortunately, can perfectly predict later job success, although some assessment centres can be very good at this. From the analysis, the best single methods, however, are psychometric tests - work sample tests and ability tests. Personality questionnaires, another form of psychometric instrument, can also be very effective. Interviews tend to be less effective, especially the typical biographical interview. Other methods, such as astrology or graphology (handwriting analysis) seem to be no better or worse than chance. Psychometric tests are very popular now, and are very accurate when assessing ability and comparing other candidate's scores. In this regard, they go a very long way in solving the problems inherent in unstructured interviews. However, the vast majority of organisations still use interviews. One can rightly say that structured interviews increase the validity of unstructured interviews, as set questions are asked. Similar to recruitment, an organisation must assess what method is useful for them; there is no point in carrying out psychometric testing for a company trying to recruit a factory worker. In this situation, psychometric testing is no use to the company. However, when used for recruiting graduates, the innovative techniques go far in solving the problems of accuracy and validity. Finally, it is recommended that no selection method should be used on its own. In that sense, psychometric testing is not a panacea to all selection problems; it is only very effective when used as part of a jigsaw combining other methods such as interviews and references etc. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Human Resource Management: Development, Activities, Planning and Recruitment

    balanced scorecard * Revise and adapt HR strategy' [10] SECTION 2 A a. Documentation for structured recruitment process for TWO organisations b. Comparing the recruitment and selection procedure for the TWO organisations c. Comparing the recruitment and selection procedure for the TWO organisations to the good and bad practices d.

  2. British Airways: Why are recruitment and selection important?

    The majority of our expenditure is on mandatory and job essential training to ensure that we continue to meet our objective of being the safe and secure airline of choice." Therefore, the company would rather invest in training and development compared to acquiring and investment in recruitment and selection of new workforce.

  1. What are the main elements in the process of perception and how might our ...

    that of a person of the opposite sex in the same employment. 3) Writing The Job Description and Person Specification Discriminations of all kinds appear on the person specification and job description, and repeatedly incorporate stereotypes. It is vital at the stage that subjectivity is eliminated as much as possible to protect candidates from unfair discrimination.

  2. Recruitment and Selection

    form the basis for subsequent human resource management functions such as selection, human resource development, career planning and rewards systems' (Compton et al, 2009, p16). At a strategic level, recruitment and selection is thus seen as an integrated part of the overall HRM strategy, as well as integrated into the business strategy.

  1. Dissertation proposal "Critically evaluate recruitment and selection process in employment agencies in ...

    The future will involve far more complexity, greater ambiguity, more rapid change and a challenge to the methods that made sense to those managers who constructed the old organisations. This challenge will reduce the meaning and usefulness of traditional methods of recruitment and selection. (Sparrow and Hiltrop, 1994, pg 316)

  2. Context of Employee Relations and Industrial Conflict

    1. Avoidance - withdrawal from of conflict or suppression. Avoiding is unassertive and un-cooperative: you pursue neither own concerns nor those of the other person, but "let sleeping dogs", sweeping the conflict "under the carpet" and pretending it isn't there or perhaps hoping it will go away. Inappropriately avoiding issues leads to resentment, displacement of feelings and griping, general discontent and gossiping.

  1. Reward Management, Monitoring Performance and Exit Rights & Procedures

    When an older worker retires you will no longer have the same conveyor belt of younger workers to replace them. "Retirement is a major change and should be prepared for. Retirement policies need to specify: * when people are due to retire; * the circumstance, if any, in which they

  2. Part A of this report will examine my learning styles, preferences, highlight any areas ...

    I am currently working with a team of extremely confident people, who do not hesitate when giving their opinion. I have made a conscious effort to actively participate in each meeting and also bring new ideas to the discussion. This has pushed me beyond my preferred comfortable learning style but has helped me recognise and address my weaknesses.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work