...Allow time to shortlist C.V.’s and to arrange interviews Build in 4 week notice period for successful applicant (or more depending on the post/sector) The role of selection interviewing Interviews are very widely used in the selection process, as demonstrated by successive CIPD surveys of recruitment practices. • See our annual Resourcing and talent planning surveys As well as being simple to set up, interviews give the interviewer and interviewee an opportunity to meet face to face (or virtually via video link) to exchange a range of information and get a sense of whether they would like working together. For the employer, the interview is an opportunity to: • gauge candidates’ experience, ability to perform in the role and suitability for the team • discuss...
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...consist of one or multiple series of tests used to collect information from candidates for the purpose of aiding in hiring decisions and career development. They are also designed to measure how well the candidates communicate, solve problems, handle change, deal with stress, and manage subordinates, in addition to determining whether they have the specific skills and abilities required to perform the job. Employees affect an organization’s performance and profitability, and hiring qualified people costs the company time and money. Although the process of designing and developing job specific tests can sometimes be costly, selection tests can be quite cost effective in the long run as they help organizations match candidates’ skills, personality, and behaviour to job requirements, decreasing turnover and improving employee morale. Pre-employment tests can also greatly increase hiring effectiveness as they improve the organization’s ability to make accurate and objective hiring decisions about a candidate’s compatibility with the competencies required for a specific position....
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...most likely to like his/her job. If you think that the aforementioned statements are nothing more than a common sense, then you must know that common sense is not always reasonable. As a matter of fact, those abovementioned statements are untrue. In most cases, psychometricians who interpret psychological tests and conduct preliminary interviews have confirmed that interviews alone are not particularly good selection tool to distinguish the productivity, skills, behavior and the motivation of the employee. Using interviews alone does not give sufficient information for effective selection decision making, particularly in areas that are not amenable to training, such as cognitive ability and attitude ( Webster, 2010). Psychological assessments are used in succession planning, employee screening, pre-employment decisions, and employee counseling situations. From a purely financial view, if psychological testing can prevent you from making one bad hire, it probably saves you tens of thousands of dollars. From an organizational perspective, there is no better growth strategy than using every tool available to hire and develop the best people (Lakin, 2011). Engaging in pre-employment testing methods is of utmost importance in today’s workforce. First, Human Resource managers and hiring managers want to select the most qualified candidates to fill open positions within their organizations because the most qualified...
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...Introduction` Organizations today compete fiercely in the war for recruiting and hiring the best talent available in the market, investing enormous amount of money, time and other resources in advertising and recruiting strategies. Organisations recognize that one of the most important resources - if not the most important - is human resources. Organisations use several ways, methods and tools to select and hire human resources. But it is now a proven fact that organisations using scientifically proven assessment tools to make selection decisions, show significant increase in productivity, increased cost savings and decrease in attrition and other critical organizational problems. Most organizations use what is commonly known in Management circles as a funneling approach to selection, where more informal tools and procedures are used initially to reduce the pool of candidates to a manageable number of individuals who are then be put through a more extensive assessment process. Common initial screening devices include resumes, application blanks and reference checks, which are generally used to identify and exclude those who do not meet the requirement of the orgnisation, from further consideration. Another initial screening device is the informal meeting or phone interview, which is often used to allow organizational members direct interaction with potential candidates who will perform effectively, achieve results and make important contributions on the...
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...TITLE An Evaluation of Personality-Job fit at ZANTECH Limited TABLE OF CONTENTS PAGE # 1.0 INTRODUCTION ………………………………………………………………………..1 1.1 RATIONALE … 1.2 RESEARCH AIM 1.3 RESEARCH QUESTION ……… 1.4 RESEARCH OBJECTIVES 2.0 THEORETICAL ANALYSIS …… 2.1 ACADEMIC THEORY, CONCEPTS AND MODELS 2.2 CURRENT STATE OF RESEARCH 3.0 RESEARCH METHODOLOGY 3.1.1 TYPE OF INVESTIGATION 3.1.2 DATA COLLECTION METHOD 3.1.3 SAMPLE 3.1.4 ETHICAL ISSUES 3.1.5 DATA ANALYSIS PLAN 3.1.6 TIMELINE (GANTT CHART) 3.1.7 RESOURCES 4.0. CONCLUSION 4.1. APPENDIX 5.0. REFERENCES 5.1 BIBLIOGRAPHY TITLE: AN EVALUATION OF PERSONALITY- JOB FIT AT ZANTECH Limited 1.0 INTRODUCTION Choosing the right person for a job, or for promotion, is a critical undertaking by any organization, for incorrect employee selections lead to frustrated employees and poor on-the-job performance. Personality-Job fit theory is a widely used selection tool that assists organizations in employee selection. It is widely believed that personality is related to job performance and career success. According to the theorist (Holland, 1985) cited in (Robbins and Judge, 2013) on Personality-Job fit theory, “a theory that identifies six personality types and proposes that the fit between personality type and occupational...
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...INTRO Entrepreneurship is the “process of creating something different with value by devoting the necessary time and effort, assuming the accompanying financial and social risks, and receiving the resulting rewards or monetary and (/or) personal satisfaction” (Hisrich, 1990). This definition is sufficiently broad encompassing the many paths an entrepreneur may take, be it Schumpeterian profit maximisation or the social entrepreneurial desire to create social wealth (Zahra, 2009). The aim of this essay is to analyse some of the personal traits academics believe to be common to established entrepreneurs, in turn discussing how these strengths and weaknesses are applicable to myself. STRENGTH 1: “Innovativeness with the ability to combine resources effectively” Kirzner’s (2008) view of the entrepreneur is that they are “not creators, merely alert” to opportunities which arise around them. This somewhat contradicts the Schumpeter (ian) (1961) ideology that the entrepreneur is a “heroic… daring… captain of industry”. Forming a hybrid between these views, Casson (1982), states that the “entrepreneurs task (is) to discover and exploit opportunities… where products or services can be sold at a greater cost than their cost of production”. Combining the views of Kirzner and Casson describes the entrepreneur as someone who can spot a solution to a problem by using an existing product in a different application to that which it was originally designed. During my studies of engineering...
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...Research Methodology | Name: PeterKungeke | Student Number: 25353365 Assignment Number: 1Course Code: PBSC 811 PECDue Date: 16th June 2014 | | Table of Contents Section 1: Introduction 2 Section 2: Identify a topic of interest 4 Section 3: The problem statement and literature review 5 Section 4: Formulating research questions, research objective and hypothesis 6 References: 8 Section 1: Introduction 1.1 Scientific vs non-scientific knowledge This observation is based on non-scientific knowledge. The researcher seems to have just observed the situation and based his hypothesis without quantified evidence. Its seems his hypothesis is an observation from a small group of people and it is elevating his perceptions that employees from North West tender CV ‘s with limited information when they apply for jobs in Gauteng. The statement lacks a systematic way of observation; it’s not derived from a controlled observation and might be difficult to replicate. The statement sounds to be very peer opinionated or tradition (Welman, 2011: 3). 1.2 Ethics in research This study will not adhere to the principles of research according to William (2011: 42-50) as below; * The researcher is not honest; she is copying the American study which could also amount to plagiarism. * She blames the managers prior to doing the research by saying that their work is below average and gives them an upfront fact that they experience burn out. * She has no respect...
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.......................................................................................................... 2 Limitations ...................................................................................................................................... 3 Definition of Personality ................................................................................................................. 4 How We Measure Personality ........................................................................................................ 4 Personality Determinants ................................................................................................................ 5 Personality Traits ............................................................................................................................ 5 Myers-Briggs Type Indicator ...................................................................................................... 5 The Big Five Personality Model ................................................................................................. 6 Major Personality Attributes Influencing OB ................................................................................. 7 Personality and National Culture .................................................................................................... 8...
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...companies know that they can only safeguard their business’s competitive future if they have the right leaders to develop and implement their strategy. While CEOs know they can also hire external candidates, they also know that the track record of outside hires can be very unpredictable. CEOs and HR Directors from those organizations seen as best by their peers for managing talent, prefer to ensure they develop a good bench-strength of talent from inside their own organizations. For many years CEOs at the world’s most successful companies – such as GE, P&G, BP – have seen the importance of securing their long term competitive future by investing large amounts of money and time in identifying future leaders. Using a whole battery of assessment techniques and processes they have attempted to recruit the best graduates and to see, early in their careers, which managers had the long term potential to make it to the top: what the British army has called: “finding the General’s batten in the knapsack of the new...
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...1. What is your evaluation of the hiring process used by S.G.Cowen? S.G.Cowen uses the same pattern as the majority of Wall Street companies by making hiring decisions during the early winter and spring of each year so that the new associates can begin in the summer. Besides a full hiring process, the company selects some associates that already worked or are still working to S.G.Cowen utilising, therefore, internal sources of recruitment. First year associates selected internally can be analysts that after three years of collaboration (without attending a business school) are promoted or summer interns that attend a business school and are offered a full-time contract at the end of the internship. The hiring process of S.G.Cowen in terms of new outside associates (that had never worked for the company before) underlies on presentations made by bankers in “core business schools” (for example NYU or Cornell) to inform the students about their work environment and conditions. The aim of these presentations is to make sure that four questions are answered: “who are we, what do we do, what distinguish us from competitors and what are the next steps”. This ensures that everyone receives a clear, complete and similar message from all bankers. The next step is to focus on informational interviews to help them understand how students felt about working in a company like S.G.Cowen. These interviews are highly efficient because they work like a previous self-selection process. Only the...
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...PEST Market Analysis Tool PEST analysis method and examples The PEST analysis is a useful tool for understanding market growth or decline, and as such the position, potential and direction for a business. A PEST analysis is a business measurement tool. PEST is an acronym for Political, Economic, Social and Technological factors, which are used to assess the market for a business or organizational unit. The PEST analysis headings are a framework for reviewing a situation, and can also, like SWOT analysis, and Porter's Five Forces model, be used to review a strategy or position, direction of a company, a marketing proposition, or idea. Completing a PEST analysis is very simple, and is a good subject for workshop sessions. PEST analysis also works well in brainstorming meetings. Use PEST analysis for business and strategic planning, marketing planning, business and product development and research reports. You can also use PEST analysis exercises for team building games. PEST analysis is similar to SWOT analysis - it's simple, quick, and uses four key perspectives. As PEST factors are essentially external, completing a PEST analysis is helpful prior to completing a SWOT analysis (a SWOT analysis - Strengths, Weaknesses, Opportunities, Threats - is based broadly on half internal and half external factors). pest variations The PEST model, like most very good simple concepts, has prompted several variations on the theme. For example, the PEST acronym is sometimes shown as STEP, which...
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...(a) personality profiles based on the (1) 16 PF and (2) the TAT, (b) interviewer ratings, (c) intelligence test, (d) handwriting analysis, (e) promotability analysis, (f) performance ratings and (g) work sample scores. Cite independent research sources as appropriate to support your position. (20 points) Personality Assessments Thematic Apperception Test While personality tests can offer one the ability to observe an individual’s psyche, both conscience and subconscious, respectively, its validity to actually “judge” an individual within an interview process is not a best-practice method. As research has indicated “…the TAT is a powerful and revealing measure that has made an undeniable contribution to the motivation literature. However, to the extent that the administration and scoring of the test can be improved and refined through the development of a standard set of cues, group norms, and a more efficient scoring system, the true potential of this measure is at present untapped.”TAT Administration TAT Administration Personality Factors (16) Similar to the TAT test, using standardized personality tests as determining factors within an interview process is controversial. However, personality tests are standardized and most employers consider quantitative scores accurate. Thus personality tests, such as the Myers-Briggs, are utilized across multiple industries. While certain personality factors may be considered viable to positions with defined personality requirements...
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...authors. Many professional academics are capable of doing this because over the course of a career they have read an enormous number of text-books and papers in a subject area and, as a result, possess and have mastered a large body of knowledge that they can use to critically assess any new work they encounter. Indeed, for such academics the process of reading critically may have become almost entirely subconscious. As they read a new paper in their subject area they cannot stop their brains from critically comparing the new information with the knowledge they already possess. Clearly, as students, you do not yet possess such an extensive body of knowledge, nor can you hope to acquire one quickly enough to apply it to any given assessment task. Nevertheless, in order to get the highest possible grades you need to be able to emulate this kind of critical reading behaviour and then demonstrate that you understand what is required in your written work. At first sight this appears an unreasonable and impossible task; however you need not despair. You may not be able to assimilate the requisite body of...
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...authors. Many professional academics are capable of doing this because over the course of a career they have read an enormous number of text-books and papers in a subject area and, as a result, possess and have mastered a large body of knowledge that they can use to critically assess any new work they encounter. Indeed, for such academics the process of reading critically may have become almost entirely subconscious. As they read a new paper in their subject area they cannot stop their brains from critically comparing the new information with the knowledge they already possess. Clearly, as students, you do not yet possess such an extensive body of knowledge, nor can you hope to acquire one quickly enough to apply it to any given assessment task. Nevertheless, in order to get the highest possible grades you need to be able to emulate this kind of critical reading behaviour and then demonstrate that you understand what is required in your written work. At first sight this appears an unreasonable and impossible task; however you need not despair. You may not be able to assimilate the requisite body of...
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...Talent Management Terry Meyer November 2005 ALL RIGHTS RESERVED COPYRIGHT Disclaimer Publication or other use of this document by any unauthorised person is strictly prohibited. The views expressed in this document are, unless otherwise stated, those of the author and not those of Fasset. THE CONTEXT OF TALENT MANAGEMENT As South Africa embarks on it’s journey into the second decade of democracy, few can argue that tremendous strides have been made on the political, economic, social and legislative fronts. Much of our legislation and policy directions are amongst the most progressive in the world. However, many challenges remain. One of these is the shortage of professional and managerial skills and the imbalances in terms of race and gender at these levels. Another, is the need to build a robust and entrepreneurial SMME sector which will create the jobs needed to absorb the unemployed in the economy. “Staffing is the new speed limit to growth. It is not the access to capital or technology that will constrain the growth of enterprises or the South African economy, but rather the lack of adequate skills to support organizational growth plans. The traditional channels of education and training are no longer providing skills in sufficient numbers nor are they necessarily aligned to organizational needs. Organizations must participate in the development of relevant skills if they are to survive.” (Italia Boninelli, HR Director: Netcare Group1) In a knowledge and service...
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