Organizations recruitment processes are designed to search the best to do the task they require to be done. This selection process is inspired by many factors. Both internal, such as cost involved in recruitment, and external factors such as supply and demand of specific skill in the market.
The objective of the selection process is to obtain as many information as possible about the candidate and finally select the best candidate for the position required to be filled.
Following are some of the selection methods used by organizations in common.
· Short listing from information on CV’s and application forms
· Interviews
· Tests
· Assessment centres
· References
· Work Simulations – realistic job preview
· Telephone Screening
· Graphology
· Role play – demonstration
GAP
GAP is a fashion store found in 1969 with a single store in San Francisco, now a specialty retailer offering clothing, accessories and personal care products for men, women, children and babies. With more than 134,000 employees and about 3,100 company-owned stores and 175 franchise stores, our presence is felt around the world.
Their selection method is summarised as follows,
· Use shop floor assessments
· Use a communication test
· Use tests to find natural ability and passion for selling
Results
· Productivity increased to between 25% and 180% above store average
· 60% of managers recruited internally
· Retention increased from 32% to 80%
Pros
The results that GAP obtained over the years have shown a very positive figure in productivity. The recruitment process being at shop floor level tests the candidate at the environment that once he or she is selected will have to perform. This process will test the candidates ability to adopt to the work environment while the communication test and the natural ability and passion for selling gives the indication how good the candidate is for the work that he or she has to perform.
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