ASSIGNMENT – 1

1. Choosing the right techniques will help you to recruit the best person for
the position. The selection techniques you choose will depend on the
particular skills, attributes and knowledge required for the position. Care
must be taken to ensure that the selection criteria can be assessed by
the techniques you have chosen. The most commonly used selection
techniques include assessing written applications, conducting panel
interviews and checking referee reports. Recruitment decisions should
not be based on the results of one selection method alone. Very often
you need to combine two or more techniques to assess a range of skills,
knowledge and qualities in candidates. For example, work samples are
an excellent way to assess what a candidate is capable of (i.e. their
maximum performance), but they do not provide information on what
the candidate does daily (i.e. their typical performance). Reference
checks must also be used to obtain this information. If you decide to use
selection techniques in addition to an interview, then you need to
inform all candidates and give them enough notice to make appropriate
preparations.

 Assessment centers:
The assessment center is traditionally used for large scale or bulk
recruitment exercises. Assessment centers vary in complexity and are
typically conducted by trained consultants. They can be expensive and
complex to administer and are usually more cost effective when
recruiting large numbers of people. A typical assessment may run over
the course of one or two days and involve trained assessors evaluating a
number of candidates using a range of techniques such as interviews,
written tests and individual and group exercises. Assessors assimilate
evidence from candidate performance across all exercises and
incorporate this into a final collective decision.
 Informal meetings:
Informal meetings can be used as a way of observing a candidate's
behavior in a less formal environment, such as lunches or coffee breaks
with staff or key stakeholders. Informal meetings are probably best used
as part of a two-phase selection process, after you have narrowed the
field down to the last few candidates. Candidates should be aware that
this is part of the assessment process.
 Work simulation: some of test are- work samples, group discussions, in
tray test these are the working areas where HR can test the candidates
in various parameters.

2. As for the selection of candidates hiring manager is the ultimate decision

maker, also decision can be fulfilling in certain criteria’s –
 Work against bias- Halo effect, anchor bias, confirmation bias…
and many more cognitive biases that most of us share can
influence your hiring decision. This means you risk favoring a
candidate for the wrong reasons and that can easily lead to a bad
hire that’ll eventually cost a lot of money. The problem with all
these biases is that they’re usually unconscious, so it takes some
real effort to combat them.
 Reviewing backgrounds of the candidates
 Reviewing the past performance of the candidate
 Hire candidates according to the work structure of the
organization

Here are some the criteria”s which can take candidates to their
job interviews.

SHEKHAR BISHT
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