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Recruitment and Good Practice

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Recruitment is by its very nature a discriminatory process, the whole point of the exercise is to select the person with the correct mix of skills, abilities and personality to carry out a work function required by the business or organisation.

Various techniques are used by recruiters for a job:

  • Structured Interviews
  • Unstructured Interviews
  • Assessment Centres
  • Personality Profiling
  • Aptitude Tests
  • Mental Ability Tests
  • References
  • Graphology
  • Astrology
  • And others

Is one technique more reliable than another? Should a mixture of techniques be used? Are some techniques more useful for specific job types?

How much should the selection process take account of whether the business or organisation will suit the individual? What about those people not selected for a post? Should you write to them? Phone them? or not bother getting in touch? Does the selection process overlap with other departments in the organisation? for example marketing?

These are some of the questions to be addressed in a wide discussion online at the TrainingZONE and HR Zone workshop to start at 13.00 GMT on Tuesday 21st November.

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