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Discuss the role of classification, measurement and inscription in techniques of recruitment and selection

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  1. Introduction.
  2. Recruitment and selection.
    1. The use of classification, measurement and inscription.
    2. Christopher Lewis view on the two words in the book Employee selection.
  3. Personality measurement.
    1. 'Explicit rules' to rate the applicants.
  4. Advantages of classification and measurement.
    1. Enabling recruiters to compare applicants.
  5. Five criteria for judging selection tests.
  6. Who decides about the scores and their meaning.
  7. Interviews.
  8. Conclusion.
  9. Bibliography.

Recruitment and selection in organizations have not always played a significant role. Indeed, some firms had no Human resources department twenty years ago. This fad for human resources management depends on many factors, either external ones or internal ones. Mr Beaumont in 1993 tried to identify three reasons that could account for this dramatically increasing importance of recruitment and selection. The first one is the shift in the labour market demographic trend. Baumont emphasizes that the workforce is much more varied than before, that is why fairness and equity in methods of recruitment are now considered as incontrovertible values. The second factor is a ?desire for a multiple-skilled flexible workforce?, thus recruiters are becoming more demanding. They do not only want to recruit an employee that strictly match the job requirement but they are also willing that this employee is able to work in a team and on different projects. This leads us to the third factor which is the strategic selection. In fact the corporate strategy is now bound to people management. As a result hiring methods are becoming always more selective and demanding in order to recruit the ?right employee?.

[...] On the one hand the positive role and impact of classification, measurement and inscription in recruitment and selection cannot be denied, but on the other hand the automatic use of these methods can have negative impacts on organizations. The use of classification, measurement and inscription in techniques of recruitment and selection has many positive aspects, and is considered by some as the best means of recruitment. But first of all, it would be pertinent to explain the difference between recruitment and selection; secondly to explain what personality measurement really is, then to analyse the reasons why this kind of recruitment is so important and eventually to discuss the importance given to numbers. [...]

[...] One can also wonder of too much objectivity is really good for a firm, in other words, some subjectivity can be relevant. Besides, interviews can be effective and most of employers still use them. One of the solutions could be the use of both data and interviews in recruitment and selection methods, as the Lens model for instance. Bibliography - Employee selection Christopher Lewis - HRM, issues and strategies. Textbook. Rosemary Harrison - Trust in Numbers. The pursuit of objectivity in science and public life. T. M. Porter - Personnel selection and productivity. M. Cook - Introducing HRM. M. [...]

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