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Todays selection processes are impartial, rational and effective. To what extent is this statement a myth?

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Introduction

Today's selection processes are impartial, rational and effective. To what extent is this statement a myth? Nowadays there many ways an organisation can attract candidates to apply for their vacancy, examples are ads, word of mouth, government or private agencies, job fairs, etc. The candidates go thought a selection process or a filtering process, which aims to deliver the best employees to the organisation. This paper is going to introduce today's selection processes and elaborate on their positive and negative aspects. Figure 1.1 illustrates the classic stages to select a candidate for an organisation (Cook, 2004). Potential candidates arrive as pack of curriculum vitae (CV), motivation letter (also cover letter) and an application form. Different selection methods apply different ways to filter the candidates and according to Cook (2004) fulfill six different characteristics: reliable, valid, fair, acceptable, cost effective, easy to use. For the matter of this paper we will concentrate on techniques to avoid unfair discrimination as well as being rational and efficient. Below there is short description of those characteristics according to People and Organisations Group 1 presentation (2011). Fair - ensuring that right through the process decisions are made on merit alone. Getting this wrong can have serious legal implications. Efficient - cost effective in methods and sources. ...read more.

Middle

Schmidt and Hunter (1998) discovered that assessment centers cannot predict performance of a candidate. Another disadvantage is that they are very expensive and time consuming, making them usable only in big organisations and for senior management positions. Cook (2004) adds that Assessment centres place the candidates in a group and fairly dominant ones in a group of extremely dominants will look weak and inefficient. Selection boards/panels This selection process is more official and gathers different parties interested in the selection decision in a larger interviewing panels. The only advantage this method provides is that many people can look and asses the candidate and provide and compare impression/notes on the spot. The disadvantages are that questions are unplanned and asked randomly, one member of the board can influence or dominate the other members and candidate cannot justice themselves. Armstrong (2006) confirms those disadvantages and elaborate that selection board tend to support more confident candidates, not taking in consideration superficially impressive candidates and underestimate qualities of those who are less effective in front of big group of people. This method is considered to be neither impartial not effective. Online recruiting E-recruiting uses the Internet to announce vacancies and later on CV and job information are exchanged through email. A more recent and advanced e-recruiting is making use of web 2.0 technologies, e.g. ...read more.

Conclusion

On the other hand its proved that handwriting differs between people due to genetic and personality reason. Schmidt and Hunter (1998) established that the reason why intelligence (general mental ability or GMA) is such a good predictor of job performance is because 'more intelligent people acquire job knowledge more rapidly and acquire more of it and it is this knowledge of how to perform the job that causes their job performance to be higher'. Their research clearly indicates that the combination of structured interviews and intelligence tests is the most effective in terms of predictive validity. The Table 1.1 shows the index of predictive validity for overall job performance of General Mental Ability (GMA) scores combined with a second predictor. Conclusion Today we benefit from various selection processes emerging throughout the last century. They are used in different cases in order for the organisation to find the best matching vacancies candidates. In this paper we have present the most popular and common selection process and tried to highlight their advantages and disadvantages in respect to being fair, rational and effective. The finding this paper come across show us that there is no one single selection process that meet the three objectives stated above. They can be considered as trade-offs and often one contradict the other by either consuming too much resource and being irrational or most often being unfair. ...read more.

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