Part –B P5.

Barclays Bank has designed structured interview to collect evidence of the applicants past performance relating to specific competencies. The bank gives the applicants a set of questions about all the required about all these competencies and task to provide examples, a performance from the past experiences. For the most senior positions the bank uses a combination of structured interviews which is also known as top grading to select candidates. In-tray exercise: It is a written exercise which is stimulating that typical paperwork that will confront where the applicants or the prospective employees have to step into a jobholders’ place within a short notice and deal with the letters, faxes, reports and other activities that may arrive. Written exercise: The bank may use a written report or letter writing exercise in the process when written communication and analysis is a key aspect of the rolls. Presentation: The bank sometimes introduces presentation to measure oral communication skills and how he/she conducting the presentation. The perspective employees will be given a brief that is related and relevant to the job and roll and also will be asked to give a presentation in 10 -15 minutes. Roll play: If conduct with the customers and other employees is a key element of the role in question then the bank might incorporate a role play situation into the assessment centre in the recruitment process and it might stimulate a sales meeting ,counselling session or the disciplinary interview. Barclays offers structured career development opportunities, comprehensive training skills and progress to learn from experience and inspiring mentors in the every area of the business. Lloyds TSB bank: The Lloyds TSB bank has been using STAR approach to take competency based on interview.

These interview techniques being used to assess the applicants potentiality applying everyday situations in what (challenge) the applicant can expect during his/her career with the bank. The applicant will be asked to demonstrate that

they have a particular key competency by answering specific question to the issue.

Example: “How will you assess the difficult issue with a team member?” “Why do you think this organization is the most suitable to you?”

The bank has been using the following criteria: 1. Assessment Centre: Assessment centre is a face to face event where a candidate can compete a applicants’ individual strengths, weakness and area for potential development. This is a two way interaction; it gives an opportunity to judge an organization and the applicant himself. In the recruitment process the employees will have to go through a number of exercises: 2. Psychometric testing: These are multiple choice exercise use to help predict behaviour and performance. For example: Numerical and verbal reasoning tests and these are timed. These tests are done online initially then retaken under examination conditions at the assessment centre. 3. Group exercise: These are assessed and explore the communication and problem solving skills (crisis management) in action; it helps to ascertain how effectively employees can work in a team environment. The Main Objectives: a. To help the group focused on the business objectives. b. To prevent the case persuasively and with impact. c. To challenge appropriately and show encouragement and leadership of others. Case Study Exercise: These are one to one activities to assess analytical skills of a candidate and awareness of different situation in the business environment as well as their ability to identify and gather information. To solve the issues and problems there are number of stages in this process. After primary analysis and fact gathering the employee will be expected to

conclude and explain the rational and logical reasons behind the recommendation where the organization expected from the employees to work quickly and efficiently. Then the employee needs to identify the most relevant information and you have good evidence behind the decision made. !!!!

(P6 and P7) Selection as also may (interaction) process. There are various stages in the selection process which provide information for making decision/to decide for both of the potential employee and employer. Employment decisions have been regarded as a proactive management prerogative and long and there is considerable evidence in the process that two way nature of the process is being acknowledged widely at present. “The labour market, the labour shortages have promoted a concern for the organizations’ image and the treatment of applicants during the selection process.” Livens, (2002) Throughout the selection process potential applicant choose between organizations by comparing and evaluating the developing relationship between themselves and the career prospect. The person specification and the selecting criteria: Generally the applicants will be measured and are made explicit against set criteria. Because it is not possible to make a credible selection decision without specific criteria. Selection criteria are typically formed and persuaded in the form of a person specification which representing the ideal candidate covering skills, experience, qualification, education, personal and special attributes, interest and motivation. I) II) III) Fit with the organization Functional and team fit Individual job criteria.

Selection techniques: A combination of two or more selection techniques is generally used but the choices of the techniques are dependent on a number of factors. They are: i) ii) iii) iv) v) vi) Selection criteria for the position to be filled Acceptability and appropriateness of the method Abilities of the member of staff involved in the selection process Administrative case Time factor Accuracy factor


Cost effective

There are a number of techniques in selection process and practice: i) ii) iii) iv) Application form Self assessment and peer assessment Telephone interview a) Testing critical features test use

1 .Validity: The critical information that is important for determining the validity is the selection criteria used. The selection process is used on evolution of the individual at the time of selection and performance of the individual currently. It includes measures derived from the job description with additional performance is assessed in an intuitive, subjective and sometime maybe useful if there is no substitute for objective assessment. The comparison of selection ratings and performance rating may also be used to compare the appropriateness of different selection criteria in organization. 2. Reliability 3. Use of analysis b) Types of the test for occupational use: I) ii) iii) iv) v) vi) Aptitude test General intelligence test Special aptitude test Trainability test Attainment test Personality test

c) Group selection technique and assessment centres: • • Group method Assessment centre v) Other method: A number of other selection techniques like physiognomy, phrenology, body language (gesture), palmistry, graphology and astrology all these have been suggested as possible selection techniques.

Decision making for final selection:

The selection decision is involving measuring the candidates individually comparing the selection criteria determine in the person specification but not comparing each other. If more than one techniques were used on contradictory information is found against any criteria than it can be considered in the decision making process. If more than one selector is involved in the process then there is some debate and argument about how to gather an analysis, information to judge of each selector. One way would be for each selector to assess and analysis the collected information separately. Then for all selectors need to meet for discussing assessment. If this approach is used, there would be some very different assessment specifically if an interview was conducted as selection method. It may generate a time consuming debate and arguments. The most useful aspect of this process is sharing the information in every single once matrix to understand how the judgements have been formed.

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