There are different methods of selection, each one is different by some features and managers chose a particular method according to the situation and the individual involved in the selection; for different and variable reason each method can be appropriate or not to the selection process, usually it depends by the situation, the location and the individual, that is why choosing the type of selection, managers have to analyze every single aspect of the recruitment process. Main methods are interviews and tests, references is one of the most used and common in the working environment.
These method are usually used by an italian company based in Milan that is recruiting people to work as drivers for models during fashion events and fashion week.
Interview is the most usual and adopted method by managers, its used frequently when selection processes involve just one person, it contemplate a direct dialogue between the manager and the possible employee, the reason why is so common among managers is that it is simple, fast, and does not need an hard effort by managers to be set up; because of its rapidity, allowed interviewers to manage to face more than one interview in one day and represent a good opportunity to test the reaction of the candidate. It have also some disadvantages, is a unrealistic and artificial representation of a real situation, so information gained during an interview have to been managed carefully; it is really subjective and dependent by the emotional status of the candidate and sometimes even of the interviewer; it can not cover all the aspect which compose the profile of the candidate, an other method have to or should be added; finally it has a poor predictive validity, not all the qualities seen during the interview will be respected and the emotional status of the candidate can also influence his performance providing the wrong perception to the interviewer.
Tests are an other example of common used methods, differently from interviews, these do not contemplate a direct contact between the part, in fact candidates are involved in a questionnaire or a test, previously prepared by managers or HR sector , which can change according to the situation, the individual, the job and the information needed; is usually adopted to accelerate selection processes in case of numerous candidates and can be followed by an other method, is simple, does not involve managers and HR in a direct way and normally provide information needed and useful data. It have also some disadvantages, it provide only certain and established informations, so represent an incomplete method of selection; is usually hard and complex to prepare, every single error in a test preparation can prejudice the validity of results; is strength and limited for candidates, they can provide just some information and can not show all their range of abilities.
References represent a little but important method of selection, these contemplate that the opinion, expressed by a past employer, a professor or any other influent individual on the candidate, have a considerable role in the final decision of the employer; is usually used as a final step of a selection process, but sometimes can be the only aspect considered by a manager, there is no contact and direct participation of the candidate in the process, the only people involved are the manager and the referent; is simple and fast and there is no need of effort by the manager; its disadvantages are: the absence of the candidate in the process, because his contribute is not requested, he can not influence the final decision, it means that employer has to have an high consideration of the referent and the referent has to have a good reputation in the work environment, reputation is provided normally be the role played in the work-place; finally this system can be easily invalidated by corruption, damaging considerably the company but also prejudicing other candidates career.
The only interview have been take part into, was for an offer of two-months stage in a marketing consulting company, because the company operate in Italy, and i was in UK, i had to participate to it by phone; Previously was established the time of the conference call, therefore the date and finally they illustrated me who was going to participate in the interview, all these information were given by email; At the time established my phone ringed and the interview started, after 15 minutes we concluded the call and they advise me that i will be contacted in the next days. The interview was effective, I carefully answer to each question, trying to provide enough information without expose too much myself, I sounded interested in what they said and I trying to explain what kind of experience I would like to be involved in, and which was my study "curriculum", the course I was attending and exams prepared and faced, finally I provide them briefly summary of my profile, concerning abilities, qualities and features.
Priscilla Queirolo, the friend I involved in my interview, explain me her thoughts about the advantage of using personality tests as methods of selections, in her opinion these can represent an double edged weapon as for managers than for candidates; she said that personally she does not like personality test but, in her opinion, this does not mean they are not advantageous; obviously, she said, candidates can consider these test limited, and the fact that they not involve other specific aspects of the candidate profile, can provide a misdescription of the candidate to employers, but on the other hand they represent also a valid method to cover the psychological profile of an individual, profile that is rarely analyzed by other methods. In her opinion, personality tests have to be followed by other tests or methods such as interview and assessment to provide a complete and deep vision of the candidates qualities; finally she said that this kind of tests are advantageous only if well prepared and if the people, that have to prepare these questionnaire, cover every single aspect in order to provide a fair and correct analysis of the psychological profile of an individual, following those theories related to the theme.
As said before, in the italian company that provide driver services for fashion events, only three method are used, these methods are not enough and inadequate in order to provide to the company a prepared and efficient staff; adding other selection method such as work simulation, they can cover and analyze more qualities of their candidates, and they can also select only good and efficient drivers in order to provide an improvement of the service they give to costumers, even because the company operate in a keen competitive market.
Selection represent the first step from where a company can be improved, according to the level of performance requested, is important that candidates possess good qualities and correct abilities to be able to work for the company; selection is also really relevant for candidates, in fact it can represent the first experience in the new job environment, and is fundamental that their approach is conscious and direct in order to show and illustrate why the company they are applying for may needs their contribute.
References
--Mullins, L. (2007) Management and Organisational Behaviour. 8th ed. Pearson Education Limited: Harlow
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