Who controls selection

Article Abstract:

Interviews with 201 participants in a University of Manchester Institute of Science and Technology selection practices study reveal that British personnel managers are too remote at the corporate level or too mired in an operationally subordinate role to provide for implementation of formal personnel selection processes. Fifty-four work places were included in the study, which covered large firms, mostly in the north-west of England. The research indicated that line managers tend to see formalization of hiring practices as unnecessary and infringement on their management prerogatives. Geographical separation between human resource specialists and local line management was found to exacerbate inter-managerial conflict. The personnel department's low hierarchical status also makes it difficult to challenge line management's domination of selection procedures.

Research, Recruiting, Employee selection, Manchester, University of. Institute of Science and Technology

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Using video as an aid to selection

Article Abstract:

The employment interview is seen by most personnel managers as the second most important tool, after the application form, used by recruiters. However, many claim it does little to determine whether a particular applicant is suitable for the job in question. In Great Britain, video equipment can be used in the interview process to help combine the best of panel and individual interviews. It removes the panel from the interview itself, and the interviewer's role would change from evaluator to facilitator, ensuring that the interviewee provides all the data required by the panel of video viewers.

United Kingdom, Usage, Equipment and supplies, Employment interviewing, Employee recruitment, Technology application, Video tape recorders and recording, Videocassette recorders, Videotape recording, Video recordings, Great Britain

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What's New - In Selection

Article Abstract:

The ability to deal with an oversupply of job applicants and to make non-discriminatory choices is bringing attention to the development of the selection process. The author reviews developments in several areas: pre-selection, equitable selection, and changes in selection methods. Practical methods are summarized. One new form of pre-selection cited used fifty questions established on a computer that the applicant responded to. Re-emphasis on testing is mentioned.

Employment

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