O'Keefe, Kevin (2011) An evaluation of the selection methods employed by company x and an exploration into the possible use of more advanced selection methods. Masters thesis, Dublin National College of Ireland.
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This report was designed to investigate the selection process that was in place in Company X and to measure the staff turnover rate that could be seen as attributable to the selection process that was in place.
The first thing that was examined was the selection methods that were in use across each department in Company X. Interviews were used to determine this. It became apparent that Company X used the classic trio process.
All departments accepted bout CV’s and application forms. Application forms were available on the company’s website and could be printed off. However, many of the managers complained that application form was too broad and often provided them with many unsuitable candidates.
Following this applicants that were short listed in all departments were invited to interviews. All managers used some form of competency based interview asking both situational and behavioural typed questions. Each candidate was scored on a scoring matrix. In the sales, marketing and finance departments than invited the top two candidates for a second interview, while customer service only conducted one interview. The service department looked for an employee to perform a work sample.
Each manager then used pre-employment referencing before the job was offered to the candidate. One of the things that I noted from this was that some managers appeared to take referencing was something that they must do but held little weight in their selection decision. In the sales manager’s opinion, “previous employers can be uncooperative” and “I do not feel like it holds (referencing) a lot of weight when it comes to choosing a prospective employee”. Also managers only tended to use previous employment references and character references. Each manager also looked for a medical cert saying that the employee was fit for work.
A statistical analysis was then used to measure the staff turnover rate attributable to the selection process. The service department had the lowest turnover rate, something that backs up the view of Smith et al (1989) who says that work samples tend to be a more reliable method of hiring employees. In contrast to this,customer service had the highest turnover rate. On initial observation, this would appear to be due to the fact that they have the least in-depth selection methods in place i.e. they only conduct one interview as opposed to the two interviews conducted by the rest of the departments.
|Item Type:||Thesis (Masters)|
|Subjects:||H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Recruitment|
|Divisions:||School of Business > Master of Arts in Human Resource Management|
|Depositing User:||Tim Lawless|
|Date Deposited:||18 Oct 2011 15:13|
|Last Modified:||27 Apr 2012 16:28|
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