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A study on various candidate selection methods in organizations

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  1. Introduction
  2. Written tests
    1. Advantages and disadvantages
  3. Psychometric tests
    1. Aptitude tests
    2. Personality inventories
    3. Advantages and disadvantages
  4. Assessment centers
    1. Leaderless group exercises
    2. Role-play
    3. In basket exercises
    4. Oral exercises
    5. Advantages and disadvantages
  5. Interviews
    1. Interview styles
    2. Interview types
    3. Advantages and disadvantages
  6. Conclusion
  7. Bibliography

The process of recruitment in organizations entails sourcing the right candidate to fit the human resources requirements. This process comprises of two distinct activities, first soliciting and attracting a pool of interested candidates and then selecting the most suitable candidate from this pool. The latter sub-function of identifying the most appropriate candidate from the pool of available candidates is ?selection.?The traditional recruitment process generally involves a written test supplemented by an interview. In recent times, the paradigm shift in approach wherein human resources have become the sole repositories of knowledge and hence a critical source of strategic advantage for organizations has resulted in the much innovations to the techniques of selection. Organizations have now modified the written tests component by incorporating the benefits of Information Technology and devised various new methods like assessment centers, psychometric testing, graphology analysis, group discussions, and the likes, based on their specific requirements.

[...] candidates for the next round, some organizations interview the candidate first, shortlist candidates based on their qualifications, ability, and fit and then make the final selection based on a written test. There are many types of written tests, the two most common forms being an essay of any length and topic, and multiple-choice objective questions. Other common forms include reading comprehension wherein the candidate would have to answer questions based on a passage, letter writing, story writing, and other forms. [...]

[...] Moreover, this process is not standardized and the rating on how well a candidate demonstrates his leadership or communication skill depends on the subjective interpretation of the assessors. Another disadvantage of group discussions in general is the fact that the effectiveness of a person would depend a great deal on the topic. Even if a person has excellent communication and leadership skills, he or she would not be able to utilize it if he or she is sea with the topic given. [...]

[...] INTERVIEWS The interview remains the most common of all selection methods, and all the innovations in the selection techniques notwithstanding, still remains an indispensable tool in the candidate selection process. The process of interview entails the applicant sitting in conversation with one or more interviewers, who would be managers or owners of the organization or external experts drafted in by the organizations to help in the recruitment process. The interviewers would ask questions or clarifications relating to the information provided by the candidate through the resume and previous exercises such as written tests and group discussions. [...]

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