Most employers say that they wish to employ the right person
for the right job. A recent report by Britain's independent Institute
of Manpower Studies, however, disagrees with this. The report
states that most employers wish to avoid employing the wrong
person. Rather than looking for the right person, they
are looking for applicants to turn down.
The report also suggests that in Britain and
in many other parts of the world, the selection methods used
to identify the right
person for the job certainly do not match up to those used to
evaluate a piece of new equipment. Recruiters used three main
selection methods: interviewing, checking curriculum vitae or
application forms against predecided criteria, and examining
references. Most of the recruiters consulted in this survey stated
that these selection methods were used more for "weeding out" unsuitable
candidates rather than for finding suitable ones.
Interviews were considered to be more reliable than either curriculum
checks or references from past employers. Research, however,
proves otherwise. Interviewers' decisions are often strongly
influenced by their previous assessment of the written application.
Also, different recruiters interpret facts differently. One may
consider candidates who have frequently changed jobs as people
with broad and useful experience. Another will view such candidates
as unreliable and unlikely to stay for long in the new job.
Some employers place great importance on academic qualifications
whereas the link between this and success in management is not
necessarily strong. Some recruiters use handwriting as a criterion.
The report states that there is little evidence to support the
validity of the latter for assessing working ability. References,
also, are sometime unreliable as they are rarely critical, whereas
checks on credit and security records and applicants' political
leanings are often the opposite.
The report is more favourable towards trainability tests and
those which test personality and personal and mental skills.
The report concludes by suggesting that interviewing could become
more reliable if the questions were more structured and focused
on the needs of the employing organisation.
Reading for meaning
When you read an article, you can often guess the words you
do not know from the context.
Find words or expressions in the above article which have
the following meanings: