Human Resources Management MATHGUY

Definition

Advantages

Disadvantages

Application form

This is a document that an applicant completes to formally declare interest in a certain job position. This is a document that employers use to screen people who have the necessary skills required for employment (Berk, 2012).

1. It helps in recordkeeping by the employer.

2. It helps the applicants prepare for interviews. They are able to determine potential interview questions from the application form.

3. They give applicants the ability to make a good first impression on the potential employer (Berk, 2012).

1. The employer can make quick judgments on the applicants and miss some of their personality traits (Berk, 2012).

2. The employer has a lot of paperwork to sort through when application forms come in.

Psychometric tests

These are standard scientific tests used to measure the mental capabilities and behavioral traits of individuals (Berk, 2012).

1. They can paint an accurate picture of the suitability of an applicant for a given role.

2. They have a high degree of validity and ensure that only the right people make the final cut (Berk, 2012).

3. They help reduce mistakes during the recruitment process.

1. They are developed using sample populations that have no reason to lie. This is rarely the case when it comes to job applications.

2. They require special skills to deliver and interpret (Berk, 2012).

3. They may be biased against certain people on the basis of language barrier or their cultural upbringing.

Résumé or curriculum vitae review

A resume or CV is a document that lists the work experience, education and skills of a job applicant (Hay, 2008).

1. They provide a comprehensive base of information on the applicant.

2. They are standardized and give all applicants a level playing field to advertise themselves (Hay, 2008).

1. Recruiters usually spend 30 seconds or less on each resume. As a result they miss a lot of important details on the applicants (Hay, 2008).

2. Recruiters use inconsistent strategies to review resumes. Thus, each review is subject to the recruiter going through it.

Formal (structured) interview

This is a one-to-one meeting between a prospective employee and an employer (Perry, 2010). After this meeting the employer decides whether or not the applicant is suitable for the position.

1. Any misunderstanding can be easily rectified by the concerned party in an interview.

2. The applicant and employer can develop a personal relationship which increases mutual understanding (Perry, 2010).

3. The collection of primary information makes the selection process more accurate.

4. A formal interview increases the knowledge base of both the employer and the applicant.

1. There is no formal record of the interview. This may cause problems in the future.

2. A suitable candidate may be neglected based on the subjectivity of the interviewer.

3. They consume a lot of time (Perry, 2010).

4. The interviewee may not be willing to reveal personal information in such a setting.

Informal interview

This is an interview that takes place in a casual setting such as over lunch or over coffee (Slavens, 2013).

1. The interviewee may be persuaded to reveal personal information.

2. The less tense atmosphere leads to a more constructive process.

3. The employer is able to access the applicant in a social setting (Slavens, 2013).

1. It is easy to lose track of the process in an informal setting.

2. There may be a lot of distractions that may disrupt the process (Slavens, 2013).

3. The job applicant may fail due to issues such as dressing. They may not think it is appropriate to dress formally for such an interview.

Teaching observation

Administrators observe job applicants as an extension of job performance evaluation (Slavens, 2013).

1. The applicants are able to show their actual skills on the job.

2. The employer is able to gauge the degree to which an applicant can work in a given position (Slavens, 2013).

3. The relationship between the applicant and other employees can also be evaluated. This helps make conclusions on elements such as the ability of the applicant to work with others,

1. The applicant may put up a show because they know they are being watched and evaluated (Slavens, 2013).

2. The process consumes a lot of time.

3. It is subjective to the perceptions of the observer.

Presentation by candidates to a panel of teachers

Professionals sit and listen to points being made by candidates. They then ask questions on the presentation (Slavens, 2013).

1. They increase accuracy of the assessment process (Slavens, 2013).

2. Having a panel adds more objectivity to the decision made.

1. They can be very intimidating for the applicants.

2. The panel may interrupt the applicants and disrupt their flow of thought.

3. When the panelists have a conflicting opinion on an applicant then it is hard to reach a decision (Slavens, 2013).

Online testing

This process involves candidates being accessed using electronic testing (Hay, 2008).

1. They are very convenient for the applicants.

2. It is a cost effective method (Hay, 2008).

1. Some people may be bad at taking tests. This might affect their scores (Hay, 2008).

2. There is no guarantee that the candidate is not receiving help on the test.

3. Long tests can be very discouraging for candidates.

References

This is the process by which an applicant is referred to a recruiter by someone who has worked with the applicant before.

1. The recruiter has prior information on the applicant that is given by the referee.

1. The referee and the applicant can collude and the recruiter may end up getting the wrong person.