The workforce - selection

Question 1

define selection?

Answer 1

the processor deciding which applicant for a job the business should accept

Question 2

what is a CV?

Answer 2

a document that the applicant designs providing details such as education, employment, etc.

Question 3

what are the advantages of a CV?

Answer 3

• easier/quicker to submit
• cuts out barrier of unsuitable candidates
• more informal than application forms, so candidate can add some of their personality to it

Question 4

what are the disadvantages of a CV?

Answer 4

• harder for employer to judge objectively
• not good for finding specific details needed for the job

Question 5

how does an application form differ from a CV?

Answer 5

application form is created and distributed by the employer for the candidate to fill in, whereas the CV is pre-made by the candidate and sent to the employer

Question 6

what are the advantages of an application form?

Answer 6

• guarantees consistency as it is made by the employer
• only people serious about the job will apply as it takes more time to fill out

Question 7

what are the disadvantages of an application form?

Answer 7

• fewer applicants apply = less choice
• time-consuming for business to make

Question 8

what is a letter of application/cover letter?

Answer 8

a document sent alongside a CV/AF to provide additional information

Question 9

what should be included in a cover letter?

Answer 9

• introduce yourself
• contact details
• address person you are contacting
• say why you’re interested

Question 10

what are the reasons to send a cover letter?

Answer 10

• shows candidates desire to be successful
• makes candidate stand out
• demonstrates their writing skills

Question 11

define an interview

Answer 11

a meeting in which an employer asks a candidate questions to know whether they’re suitable for the job

Question 12

why are interviews useful?

Answer 12

• can find out answers to specific questions/queries
• can establish whether the candidate would fit in with the organisation/team
• can see if the candidate matches up to their CV
• non-verbal aspects can be considered e.g. punctuality and clothes

Question 13

why are interviews not useful?

Answer 13

• limited skills can be assessed
• only a short number of time
• shows how someone performs in an interview and not the actual job
• some personality types may not be suited to interviews

Question 14

what are the two types of testing?

Answer 14

• psychometric
• scenario

Question 15

why is testing useful?

Answer 15

• can determine what candidate would do in real situations
• establish if candidate’s morals/personality fits with the business
• responses will be less impacted by nerves

Question 16

why is testing not useful?

Answer 16

• candidates may give answers that they think the interviewer is looking for: not how they would actually respond

Question 17

what is a work trial?

Answer 17

when a candidate comes into the office to meet their prospective team and complete an assigned challenge

Question 18

why are work trials useful?

Answer 18

• employer can see if candidate fits well into business
• employer can see candidate’s decision making skills
• gives candidate and employer a chance to work together

Question 19

why might work trials not be useful to the employer?

Answer 19

• if business doesn’t have effective resources, work trials won’t be as effective
• if candidates don’t perform well due to stress, won’t have as many to choose from

Question 20

what is a reference?

Answer 20

a statement from a previous or current employer or other responsible person about the skills of the job applicant

Question 21

what are the impacts of an effective selection process?

Answer 21

• helps find candidates with right skills
• helps find candidates who are a good fit for the organisation in terms of personality
• saves time and money in long run re-recruiting for positions