Tests for recruitment
Tests for Recruitment Content : 1. ... Recruitment and selection i) Pre –selection ii) Analyzing information iii) Planning the selection process iv) The selection process v) Reviewing the candidates vi) Follow-up and feedback 3. ... Selection tests 4. ... Approach for recruitment and selection : Multinationals vs. ... Recruitment and selection One of the important process in the HR cycle in the figure above is recruitment and selection. ... Planning the selection process - preparation of the selection process which include considerations of budget for the recruitment cost, remunerations of new employee, determining the job description and person specification for advertisement and whether there are any legal implications to be considered, etc. ... The selection process - this include determining the tools to select the right candidate – type of tests to be used if any, selection criteria, short listing after receiving applications documents from candidates, planning for interviewing procedures, conducting the selection interview, checking of references if needed v. ... The selection interview From the above, the selection interview is the face-to-face discussion held between the employer representatives with the candidates to be selected for recruitment. ... Selection tests Many organizations also conduct test usually prior to interview to assess certain abilities of candidates and their behaviour. Some tests are helpful to check candidate’s level of knowledge that are required for the job like technical knowledge. ... Outline below are the frequently used selection test conducted for recruitment purposes. ... 2 Aptitude test It is quite normal for recruitment personnel to conduct this test as it assess the candidates general knowledge of the job being considered. ... This test is usually conducted over several days whereby apart from written tests, other assessment tools are also used like group discussion, simulation exercises, individual presentation and group activities. ... Different approach of recruitment and selection : Multinationals vs. local companies Based on feedbacks received from several multinationals and local companies’ HR personnel, it is noted that there are some differences in their approach towards recruitment and selection but yet not too distinct as to cause major problems to the organizations. ... After the manpower forecast has been made and forwarded to the HR department from the different departments or sections on a fixed interval basis (normally every month) for multinationals, most multinationals will still require the approval of top management before actual recruitment process can commence. For local companies, once the forecast is determined by the department head or his subordinate, the request will normally be forwarded to HR personnel for recruitment to commence. ... From the job description the HR personnel after consultation with the department head would then determine the person specification for recruitment and selection purposes. ... 3 Planning for the selection process Multinationals usually have specific personnel to handle the recruitment function whereas for local companies the HR executive or manager will be doing this function beside other administrative work. ... It is very seldom that recruitment cost is a concern for multinationals as long as they get the manpower to do the job. For direct employees who are normally recruited in numbers, sometimes this fact can be abused by those responsible to conduct the recruitment exercises in that they take advantage of this for their personal benefit. It is a known fact that there are a few unscrupulous HR managers and executives who conspired with recruitment agents to recruit production operators on contract basis including foreign workers and share the earnings gain from the recruitment fees paid by the company. ... Multinationals also used similar methods and some do also advertised on local radios especially when they have to conduct recruitment at another locality. ... Multinationals are also known to obtain the service of reputable headhunters or recruitment search firms for the recruitment of top level managers. ... It is becoming quite common too to utilize internet based recruitment websites by both multinationals and locals as it is fast as they also provide computerized tools for sorting purposes which make the selection process easier. ... 4 The selection process The standard selection tools of application forms with attached resumes, standard tests for the different categories of employees and interviews are utilized by both multinationals and local companies, except with varying degrees of complexities. ... As for selection test normally conducted prior to the interview, most companies conduct simple intelligent and aptitude tests to identify those who are education-wise and experience-wise qualified for the job. It was noted that oil-based multinationals like Shell and Petronas do utilized tests like the group test or assessment centers for selection purposes. ... From the above analysis and discussions, it can be seen that recruitment and selection process though, only one part of the HR cycle, is quite important in that a successful recruitment means the right candidate that will contribute much to the well being and progress of the organization. In general, multinationals tends to be more systematic and thorough in their approach since they have the personnel to focus on certain functions like recruitment.