CIMA E1 Syllabus E3. Human resources - Selection - Notes ^{4 / 9}

Application form

The candidates submit the application form along with their CVs. It is used to obtain information about the candidates and compare it with the job specification.

Selection interviews

Those candidates who get shortlisted based on their application forms are then interviewed.

Types of interviews:

1. Face-to-face: A face to face interview is an interview by one person.

2. Group Interview: In a group interview the candidates are interviewed together.

3. Succession of interviews: Successive interviews are conducted by different interviewers.

4. Panel interview: Panel interview is carried out by a group of people.

5. Problem solving: Problem solving interviews are good for identifying relevant problem solving skills.

6. Stress interview: A stress interview deliberately places the candidate under stress by an aggressive interviewer.

Selection testing

Testing can be before or after an interview.

There are 2 main types of tests:

1. Proficiency and attainment: This test assesses the applicant's skills and attributes required for the job

2. Psychometric: This test assesses psychological factors such as intelligence and personality.

Assessment centres:

An assessment centre involves the assessment of a group of individuals by a team of assessors using a comprehensive and interrelated series of techniques.

The assessment lasts for 1-3 days and includes things like business games, group exercises, report writing etc. 

It tests the skills like leadership, communication, analysing skills, time management etc.

References

This confirms facts about the employee against their references.