Selecting the best employees

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Selecting the best employees

• Need to log onto the PCs

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Return of Homework

• Vals Bakery.

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Examine the effect that Delegation might have on
the jobs of senior shop assistants (8 marks)

• CONTENT
• Define delegation (2 marks)
• E.g the passing of authority (but not
  responsibility) down the organisation structure
  (1) from Val to the senior shop assistants for
  the running of each store (1)
• This means that the senior shop assistants have
  now become more of a manager.. they make most of
  the day to day decisions on the shop floor
  without having to check with Val for her
  experience

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Analysis marks
So what?

• The senior shop assistants workload will grow
  larger will have more to do.. So what?
• They are more knowledgeable about their own shop
  requirements .. So what?
• May be more stressed by the workload or more
  motivated by the enlargement of their job .. So
  what?

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B) To what extent might delegation improve the
performance of Vals Bakery? (15 marks)
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Key issues .

• Clear understanding of delegation / performance
  issues
• By delegating she might be saving money rather
  than employing a manager
• They are more knowledgeable about their own shop
  requirements can make more improvements
• Might cost her more wage increases, bonuses.
• Might offer promotion to other staff
• Val will have more time to do other things
  developing production line new range of food
  so can improve all 3 stores rather than spending
  time travelling between all 3 long term growth
  profits.
• She might have to increase training for senior
  shop assistants costs money, affects profits.

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Selecting the best employees

• Todays work.

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Aims

• Methods of selection include interviews,
  assessment centres, and tests.
• how recruitment and selection can improve a
  workforce

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But first. A test!
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Complete the test sheet.

• This is a psychometric test.
• Judges your ability from a different angle!
• 6_ START - PSYCHOMETRIC TEST.ppt

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Summarise their reaction to the test

• It gives not an insight to their academic ability
  but rather an insight to their personality,
  character . How they would work in a team!
• Who over-reacted?
• Who just got on with it?

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Quick Recap Quiz!!

• Once a vacancy has been identified, what is the
  first document to be drawn up?
• What details would it include?
• What defines the qualities of the ideal
  candidate?
• What details might this include?

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Quick Recap Quiz!!
You need to know these for the exam on school
website are past lessons slideshows! Use
textbook to review work.

• What process narrows down candidates invited for
  interview?
• Give 2 advantages of internal recruitment
• Give 2 advantages of external recruitment
• Give 2 disadvantages of internal recruitment
• Give 2 disadvantages of external recruitment

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The Selection Process

• Shortlist most suitable applicants based on
  application forms
• Interview candidates
• Ask for references

Will this process find the BEST candidate?
What other selection techniques are there?
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The Office

• Watch the clip
• What did he do wrong?
• If you were a consultant what advice would you
  give interviewers on how to improve his style????

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Assessment Centres
Whats involved?
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Assessment Centres

• Some companies run a series of extended selection
  procedures, called assessment centres, each
  lasting one or two days or sometimes longer.
• Usually, these are after the first round of
  interviews and before the final selection but
  they can be used as an initial selection process.
  
• They are commonly held either on employers
  premises or in a hotel and are considered by many
  organisations to be the fairest and most accurate
  method of selecting staff. This is because a
  number of different selectors get to see you over
  a longer period of time and
• have the chance to see what you can do, rather
  than what you say you can do, in a variety of
  situations.

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What happens in an assessment centre?

• Social/informal events - where you could meet a
  variety of people, including other candidates,
  the selectors, recent graduates and senior
  management. This is presented as an opportunity
  for you to find out about the organisation and to
  ask questions in a more casual setting. These
  events may appear informal and not part of the
  true assessment procedure but you should behave
  in a way that reflects well on you. You should
  certainly avoid any excesses of alcohol, even if
  representatives from the employer encourage you.
• Information sessions - which provide more details
  about the organisation and the roles available.
  Listen carefully, as the information provided is
  likely to be more up to date than your previous
  research. If you are unclear about anything, ask.
  It is useful to have a question prepared for
  these sessions but make sure that the answer has
  not already been covered. Asking inappropriate
  questions just to get noticed will not impress
  the selectors.
• Tests and exercises - designed to reveal your
  potential. Selectors at assessment centres
  measure you against a set of competencies and
  each exercise is designed to assess one or more
  of these areas. Dont worry if you think you have
  performed badly at any stage it is likely that
  you will have the chance to compensate later on.

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Testing
Skills
Aptitude
Personality
Psychometric
Character
Attitudes
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Test your aptitudes!
http//www.personalitytest.net/types/index.htm
Page down and Click here
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So what type of character are you?

• ENFJ "Pedagogue". Outstanding leader of groups.
  Can be aggressive at helping others to be the
  best that they can be. 5 of the total
  population.
• ENFP "Journalist". These people love novelty and
  surprises. They are big on emotions and
  expression. Life is an exciting drama. They are
  good at sales, advertising, politics, and acting.
  5 of the total population.
• ENTJ "Field Marshall". The basic driving force
  and need is to lead. Tend to seek a position of
  responsibility and enjoys being an executive. 5
  of the total population.
• ENTP "Inventor". Enthusiastic interest in
  everything and always sensitive to possibilities.
  Non-conformist and innovative. 5 of the total
  population.
• ESFJ "Seller". Most sociable of all types.
  Outstanding host or hostesses. They may be
  dependent, first on parents and later on spouses.
  They excel in service occupations involving
  personal contact. 13 of the total population.
• ESFP "Entertainer". Radiates attractive warmth
  and optimism. Smooth, witty, charming, clever.
  Fun to be with. Very generous. They make good
  performers, they like public relations, and they
  love the phone. 13 of the total population
• .ESTJ "Administrator". Much in touch with the
  external environment. These are responsible mates
  and parents and are loyal to the workplace. They
  are realistic, down-to-earth, orderly, and love
  tradition. They often find themselves joining
  civic clubs! 13 of the total population
• ESTP "Promoter" These are action-oriented
  people, often sophisticated, sometimes ruthless
  -- our "James Bonds." As mates, they are exciting
  and charming, but they have trouble with
  commitment. They make good promoters,
  entrepreneurs, and con artists. 13 of the total
  population.
• INFJ "Author". Strong drive and enjoyment to
  help others. Complex personality. 1 of the total
  population. These are serious students and
  workers who really want to contribute. They are
  private and easily hurt. They make good spouses,
  but tend to be physically reserved. People often
  think they are psychic. They make good
  therapists, general practitioners, ministers, and
  so on.
• INFP "Questor". These people are idealistic,
  self-sacrificing, and somewhat cool or reserved.
  They are very family and home oriented, but don't
  relax well. High capacity for caring. High sense
  of honor derived from internal values. 1 of the
  total population.
• INTJ "Scientist". Most self-confident and
  pragmatic of all the types. Decisions come very
  easily. These are the most independent of all
  types. They love logic and ideas and are drawn to
  scientific research. They can be rather
  single-minded, though.. 1 of the total
  population.
• INTP "Architect". Greatest precision in thought
  and language. Can readily discern contradictions
  and inconsistencies. They are good at logic and
  math and
• make good philosophers and theoretical
  scientists, but not writers or salespeople. 1 of
  the total population.
• ISFJ "Conservator". These people are service and
  work oriented  - very loyal. They may suffer from
  fatigue and tend to be attracted to
  troublemakers. They are good nurses, teachers,
  secretaries, general practitioners, librarians,
  middle managers, and housekeepers. 6 of the
  total population.
• ISFP "Artist". Interested in the fine arts.
  Expression primarily through action or art form.
  They are shy and retiring, and are not
  talkative,. They are not big on commitment. 5 of
  the total population.
• ISTJ "Trustee" These are dependable pillars of
  strength. They often try to reform their mates
  and other people. They make good bank examiners,
  auditors, accountants, and phys. ed. teachers,
  and boy or girl scouts! 6 of the total
  population.
• ISTP "Artisan". These people are action-oriented
  and fearless, and crave excitement. They are
  impulsive and dangerous to stop. They often like
  tools, instruments, and weapons, and often become
  technical experts. They are not interested in
  communications and are often incorrectly
  diagnosed as dyslexic or hyperactive. 5 of the
  total population.

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Test your aptitudes!
http//www.morrisby.com/content/candidates-support
/faqs/sample-morrisby-profile-questions/test-sampl
es/page1.htm
Psychometric tests
After each test CHECK you answers!
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BBC Personality Test
http//www.bbc.co.uk/science/humanbody/mind/survey
s/whatamilike/index.shtml
Click here
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What are they looking for..?
Resilience
Organisation
Drive
Problem Analysis
Judgement
Creativity
Empathy
Implementation
MEDICAL
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What can go wrong?

• Employees are investments, it is important to get
  the right person for the job
• The right person will add value
• The wrong person will increase costs and reduce
  performance

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What can go wrong?
Costs
stereotyping
Perceptual Selectivity
Halo/ Horns
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True or False?

• Research shows that most interviewers make up
  their mind about a candidate within a few seconds

True
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True or False?

• Psychometric tests are designed to catch out
  those who are lying

False
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True or False?

• Large firms may spend more than 20,000 per
  candidate when recruiting?

True
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Homework
Assessment Test in 2 lessons time!

• Prepare to teach us something!
• Counting from 1 10 in a foreign language
• French plaiting hair
• Juggling
• Doing origami
• ..???!!!
• Approximately 2 minutes of teaching time. Be
  realistic about what you can achieve!!

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The Interview. Plenary

• On the whiteboard
• Two teams
• Use the Gingerbread man shape.

• One team write all the BEST things you should
  do/body language/ dress for an interview
• The other team write all the WORST things you
  should NEVER do for an interview!

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Worst ever interviewee
Best ever interviewee