Selection

Selection methods used by GAP:

GAP is a well-known organisation that sells clothing and I myself shop at therefore I am familiar with the company. I am going to discuss the 3 different selection methods they use, when they are used and why, alongside the pros and cons for each. The selection methods they use to choose the best person for the job are:

· Shop floor assessments
· Communication test
· Interviews

When they are used and why:

• Shop floor assessments assist the whole selection process by giving candidates experience of the job at GAP while testing them on work-related activities as individuals and in groups. This happens usually after the first round of interviews and before the final selection. This type of assessment is designed to reveal the candidates potential and measure the skills and behaviours required to be successful against a set of competencies. (Prospects, 2010)

• Communication tests are designed to evaluate candidate’s general level of communication skills. This is used as communicating with others is essential in a workplace so employers can know the ability they hold. Tests are used because it shows the employers how effectively they can deal with issues through communication and as working in GAP requires staff to be dealing with customer queries. This test is taken usually before candidates are short listed so employers are clear with who has the communication skills as this is an important aspect when considering who is right for the job.

• Interviews are used when once the entire applicant’s application forms are taken in, observed and shortlisted by GAP. After this the candidates are then called in for an interview whoever has a chance to be offered the job. Interviews are used so the manager of GAP has a clear observation of the candidate’s personality and to evaluate the candidate and make judgments. During this process, the employer hopes to determine whether or not the applicant is suitable for the job.

Pros and cons of using these selection methods:

• Shop floor assessments has many advantages such as the techniques used provide accurate results about the candidate's probable ability in the organisation as the activities they carry out are related to the job itself. Employers can recognise the specific skills that some candidates have that are better than others especially when working in groups. On the employee side, shop floor assessments has been shown to provide greater opportunity for candidates who might not have done that well in interview and can use this selection method to impress the employer judging. Candidates can also get a good preview of the work so if they don't like what they see, they have got a chance to quit. (jlaure, 2009). However shop floor tests are on-the-job tests which could work out to be expensive. If the candidate is nervous they might not perform that well which could effect the decision of the judges.

• Communication tests benefits employers as they are able to see how strong candidate’s communication skills are and if it is good enough to fit the job role. It would help the employer make decisions between candidates if they had to select for example 3 candidates out of 5 who have similar experience. It is also a chance for candidates to show off their verbal capability. The drawbacks are candidates might not be honest with there answers and might select the answers that may seem right to impress the employer.

• Interviews has many benefits such as the interviewer can adapt to question and ask different question if necessary or rephrase the question so make it more clearer to the candidate if they did not understand. The employer can visually see the first impression of the employee, for example nervous taping and other body language can be judged. The employer can identify how capable candidates are at communicating verbally and the way they approach to answering the questions when under pressure. (blurtit, 2010). On the other hand interviewers could be biased and discriminate against certain groups. The cost of training interviewers to reduce interviewer’s biases is also high. There are also geographical limitations to face-to-face interviews as resources are needed if such interviews need to be done nationally or internationally.

My experience of an interview I had in school

When I was in year 11 and I applied for the canteen supervisor duty during my last year of high school I was successful with my application and was called for an interview. I was very nervous because it was the first interview I had ever taken and also it was with the head teacher which was quite nerve-racking. I thought the interview was effective because as my head teacher was asking me questions for example what personal qualities I have that make me suit this role? And why you want the job? I was quite hesitant at first to make sure I answer the question wisely and correctly but as I went on to answering the question, she was impressed with the personality and behaviour I had shown and I had convinced her that I was suitable for the job. In a way as it was a one-to one interview, my head teacher could judge on the way I spoke and just my gesture which she picked up on straight away and was definitely a plus point for me. As this was my first experience I had learnt a lot about how I should present myself when I go for an interview and what to expect.

Are personality tests advantageous?

Personality tests are also a different selection method used in many organisations and it is used to find out whether the candidates have the right personality and traits to work for the company. I interviewed my cousin and asked him whether during the selection process, personality tests should be utilised to help select the right person for the job and whether these tests are advantageous. He said that there are two ways to look at it. It can assist in selecting the right candidates with the desired characteristics. For example it can help when a manager has to decide between 5 people which 3 should be selected for the job so personality tests can be used to indicate who has the more likeable and suitable qualities and therefore make choosing the right 3 candidates more easier. Also if the job they are applying for requires a certain personality or trait, personality tests aid in identifying which person has the particular interests required and as a result maybe valuable in the job. This is therefore a benefit within the selection procedure.

However he pointed out relying on personality tests would be unfair because most of the results might not be accurate and may give a totally wrong perspective of a person. Candidates might not answer the questions of the test honestly and just tick the answers as to what seems right to impress the manager so the personality results would be mistaken. This would mean that if a candidate is chosen mainly because they are believed to have the certain characteristics, it may be false.

Recommendations for GAP

To improve selection processes I recommend GAP using other types of selection methods such as referencing to help them decide on which candidates are best for the job. Employers can get more detail about the candidates through other employers who the candidate has worked with. They will able get honest personal views from other employers which may aid in selecting the suitable candidates. Other tests can be used such as personality tests to see the qualities and interests they hold. For example if the candidate is needed to work as a sales assistant, this means being around customers, they need to have a lively, cooperative type of character that avoids conflict and works well with other staff. Therefore by candidates taking the personality test will help employers to make decisions whether the candidate is suitable enough for the role.

Conclusion:

In conclusion, it is very important as to the types of candidates that are being selected as this will result in the performance of the organisation; therefore the selection process is vital. There are many selection processes and the advantages it has but organisations have to look at the down side that may result. As a whole I have enjoyed this topic as it comes in use when I have to apply for jobs and go through the selection process myself.

References:

Prospects, (2010) Assessment centres [online] Avaiable from: http://www.prospects.ac.uk/cms/ShowPage/Home_page/Applications__CVs_and_interviews/Tests_and_exercises/Assessment_centres/p!eeXpllc [Accessed 7 April 2010]

jlarue (2009) Advantages and disadvantages of assessment centres [online]. Avaiable from: http://www.jlarue.com/assessment_center.html [Accessed 7 April 2010

Blurtit, (2010) Advantages and Disadvantages of interviews [online]. Avaiable from: http://www.blurtit.com/q734868.html [Accessed 7 April]