Selection and Decision Making in Recruitment Essay Example for Free

Selection and Decision Making in Recruitment Essay For this assignment I am required to produce an information leaflet, for a newly appointed manager, which will describe how to plan for effective selection interviews in order to appoint the perfect individual/s for the job. My chosen organisation is Tesco who conduct different selection processes for different jobs; I will be concentrating on the floor manager of a Tesco store. Newly appointed floor managers for my chosen organisation Tesco will have to plan ahead, communicate effectively and make discuss selection and decision making. One of the main things the manager has to do before the selection process even starts is prior planning, below is what the manager has to do before the interview takes place: The manager of Tesco has to plan prior to the interview; he/she has to select the interview panel. The manager of Tesco can select a supervisor and executive manager for the panel as these people are already working within the store and the manager doesnt have to go and get other human resources from headquarters which waste valuable time. Having a interview panel is effective as it makes sure discrimination against the applicant/s doesnt happen and also the panel can check if the level of techniques such as communicational skills are used throughout all the interviews, it makes sure standards dont slip. Types of interview: The manager has to decide what sort of interview he/she will have to under take, considering in this case the manager is a Tescofloor manager he/she should only consider group interviews if employing staff on a large scale such as floor staff, (shelf stackers, costumer service assistance etc) this will save time as larger number of applicants are interviews quicker, however, having group interview means not all skills of an individual may be known to the manager but this does not matter as much as these applicants are only floor staff. Also one-to-one interviews should be considered because these interviews discover a lot about the applicant as it is only one person and not a group, a one-to-one interview is suitable for a higher ranking job such as assistant manager as more skills are required compared to a shelf stacker. Tescos do not need to  conduct any other types of interviews such as telephone interviews because it is not suitable for the job they advertise. The amount of stages in the interview has to be considered, for Tesco the manager has a choice between singular staged or multiple staged interviews, it is suitable to have a multiple staged interview which Tesco currently do than a one staged interview, more stages means the applicant goes through intense testing and interviews meaning he/she is more likely to be suitable for the job. Doing a singular staged interview doesnt find out all the skills of a person and the wrong person may be selected for the job and also that person may perform bad on that one interview, whereas, having more than one stage means the performance can be averaged which is more fair. However, the more stages in interviews the more time, so, the manager has to consider time as it will take more time for multiple staged interviews. Other selection methods will have to be considered, Tesco currently undertake Psychometric Tests which measure the sensitivity or memory or intelligence or aptitude or personality of the applicant, this should be undertaken by the floor manager of Tescos as most of the staff will need good personality, memory etc for their job as they will be working with costumers. There are also multiple choice questions which are a series of question and usually four possible answers where one answer is correct, this usually finds out the technical knowledge of the applicant of the job. Finally, the manager must consider during the planning equal opportunities, he/she will have to undertake measures to make sure each applicant is treated equally and not discriminated; having an interview panel solves this problem as there is more than one person conducting the interview and less chance of discriminations. Also, a tape recorder can be used so if the applicant protests to the way he/she was treated, the tape can be used as evidence. Communicational Skills The manager has to consider his/hers/interviewers communicational skills; this is a vital role in an interview as it can make the applicant reject the  job due to inappropriate language used. Firstly, the manager has to decide whether to use effective, ineffective or a combination of both questions because asking too many ineffective questions may bore the applicant, whereas, having too many effective questions may make the applicant feel uncomfortable, so, I would recommend to use a combination of both effective and ineffective question so the applicant is neither bored or uncomfortable throughout the interview. As the floor manager will be looking for certain skills from his potential employees, asking various types questions would be ideal to find out the skills, this is an indirect way of knowing the applicants skills and is another way to check the applicant is not lying about his/her skills, a direct way of finding out about the skills is to look at the applicants CV, ask previous employer and/or ask direct questions to the applicant. I would recommend the manager to use various types of questions, below is what the manager should use or tell the interviewer to use during the interview itself: Open questions These are questions without a particular answer and makes the applicant feel less under pressure as its an indirect question, an example of an open question is Why do you want the job? or How do you handle stress?, the advantage of using these types of questions is that it lets the interviewer know the creative side of the applicant and is a way not making the applicant uncomfortable. Closed questions These are basically yes or no questions. They are very direct and I wouldnt recommend the manager to make use of these very much as they make the applicant feel uncomfortable, however, they do find out the relevant information and an example of a closed question is Do you have a criminal record? or Can you work in a group?. Hypothetical/ Situational These are similar types of questions, these are used to see if you would do the right thing during a situations e.g. the interviewer may ask what would you do if you saw someone stealing? this would be an ideal question as this person would be working in Tescos were stealing is quite common and the applicants answer should be something like I would inform security instead of saying something like I would ignore it which would send the wrong message out to the interviewer. The manager has to consider how personal information such as criminal records could be checked; he/she could either directly ask the applicant during the interview, check the applicants CV before the interview and/or check with the criminal records bureau to confirm any spent convictions. The manager of Tescos will also have to make sure the interviewer or himself make use of good body language, this means using the right tone of voice and not being rude, this makes the applicant feel welcomed and feel he/she is an ideal environment rather than in an environment where he/she is under pressure. At the same time the manager has to make sure that the interviewer listens to the applicant, it is always important to ask the applicant if he/she has anything to say rather than ending the interview with a goodbye. Furthermore, the interview is about the applicant not the interviewer, so, the applicant should be speaking more than the interviewer, and about 80% of the interview should be the applicant speaking. Analysis and summarisation of information gathered in the interview is vital as it is needed during short listing candidates, there are several ways in which the interviewer can gather information, firstly via a tape recorder, and this does not waste the interviewers time as he/she doesnt have to write much down. Secondly, the interviewer her/himself can simply use a pen and paper to gather information during the interview, however, this is time consuming and all information may not be accurate and finally, there could be two interviewers, on asking questions and the other gathering and analysing information, this is a good idea as this system also makes sure discrimination doesnt take place.

The Great Gatsby :: essays research papers

The movie created by David Merrick as well as the novel written by F. Scott Fitzgerald, both entitled The Great Gatsby, ate truly two fine pieces of art. The movie version shows the viewer what is happening in the story without internal comments from the narrator and the viewer can understand exactly what is happening without any intellectual thought involved. The novel, however, challenges the reader to look deep inside the writing in order to grasp the true effect of the novel and what kind of meaning is being portrayed. The novel also challenges the reader’s creativity and imagination. It lets the reader explore the character’s personalities in their own special way and the reader can relate these personalities to real life. The novel also allows the reader more freedom that the move, in the way that it lets the reader shape their own opinions of the different characters. As a person watches the movie version, all the characters are laid out for them and every detail of the character is seen, yet in the novel the character is described fully and it is up to the reader’s imagination to picture what the character looks like as well as the emotions conveyed by this character in the novel. The novel version of The Great Gatsby is a definite piece of art and clearly challenges the reader both intellectually and imaginatively to understand the words that describe the character accurately. Therefore the novel The Great Gatsby by F. Scott Fitzgerald is still the best representation of the Romantic Hero and his American Dream, despite efforts by interpreters like David Merrick in his film version to "usurp" it, for the author challenges the reader’s imagination through his brilliant narrative technique, unforgettable characterization, and use of symbolism, so that Gatsby’s experience becomes everyone’s. The novel is told in the perspective of a single character, Nick Carraway. Nick is an innocent and simplistic character and when the story is conveyed through this type of character it usually is told truly, and without any outside influence from the other characters in the plot. Nick’s telling of the story is taken from his first hand accounts on how he sees the story unfold, straightforward and in the order that it occurs without confusion. Nick is a very moralistic man and his morals, and also his values, are positively genuine. His heart is filled with compassion, especially for Gatsby and the events that surrounded Gatsby’s death as he was one of three people that were at this great man’s funeral.

Management and Organizational Behavior Essay

This is a reaction paper on the book ‘Leadership and Self Deception: Getting out of the Box’, by the Arbinger Institute. This will therefore discuss how I felt about the topic in the book and the reasons why. The book is about self deception which is described in dialogue between Tom Callum, a new employee for senior management position Zagrum Company, with Bud Jefferson, the executive vice president of the same company. An excerpt of the dialogue is quoted below with Bud Jefferson talking to Tom Callum saying the following words: â€Å"The bigger problem was that I couldn’t see that I had a problem. † Bud paused for a moment, and then, leaning forward toward me, he said in a lower, even more earnest tone, â€Å"There is no solution to the problem of lack of commitment, for example, without a solution to the bigger problem—the problem that I can’t see that I’m not committed. † Bud also added: â€Å"Tom, there’s a technical name for the insistent blindness I exhibited in San Francisco. Philosophers call it ‘self-deception. ’ At Zagrum we have a less technical name for it—we call it ‘being in the box. ’ In our way of talking, when we’re self-deceived, we’re ‘in the box. ’ From the above the word self deception is defined. We will use the meaning in the following paragraphs. If self deception is incapacity to see the reality of the problem, the next question is: Could it happen to everyone? Dr. Peck said â€Å"Life is series of problem. † If there is truth in what Dr. has said then self-deception could happen to everyone because every body will really have a problem. Hence the issue should be to become aware of the problem so that solutions could be made accordingly. Hence Dr. Peck suggested that discipline is the basic tool we require to solve life’s problems. He argued that without discipline we can solve nothing and that with only some discipline we can solve only some problem and with total discipline we can solve all problems. Given that problem solving is a reality, failure therefore to see that there is a problem could be a dangerous or pathetic situation. To illustrate, I had a friend who just did not know that he is sick and that he is dying of cancer which he failed to detect earlier. Before he realized to do some prevention he was already dead. In the case of every living thing, failure to recognize the problem is the most damaging because that would mean wrong use of freedom and intelligence bestowed to us. This applies to business organization since they also have life to sustain. They must continue to serve their customers otherwise these organizations are sick or in danger of dying. What could be the consequences of self deception? Not knowing what the problem is, one cannot solve the problem. Not being able to solve the problem will cause the problem to create more pressure and the greater the pressure the less are the available choices. In psychology we have the so called neurosis and character disorders which are the result of the result not balancing responsibility. When one assumes too much responsibility he is neurotic, while the one with character disorder assumes little. That could be also the consequence for people who will assume too much problem and those who simply cannot see that there is a problem. In the book that we are reacting upon, character disorder as a consequence would be the closest thing to happen. The consequence for failing to heal the disorder is delay in emotional maturity. If we apply that to Zagrum, that would be restricting the normal growth of the company that could amount to killing the company slowly. How then to solve self –deception? Discipline through openness and transparency is the best solution. People must be ready to accept accusation especially if they are true since that is the only way where one would not have him self-deceived. We need the eyes of other to reflect what is hidden in us. Socrates said that we should know ourselves and that could be found in disclosing about ourselves to other so that they get reflected to others who will help us see the truth in us. This is one of the lessons of the book on Self-deception as dreamed by Bud for the Zagrum Company. Bud was quoted saying to Tom: â€Å"At Zagrum, Tom, our top strategic initiative is to minimize individual and organizational self-deception. † Bud did have good experience about self deception which he wanted to impart to Tom. He realized that problem would be most damaging. Self deception may not be easily recognized by some or they may get hidden because of stubbornness, pride and simply ignorance. Although an open person is vulnerable, there are more advantage to self-disclosure than self-deception, the consequences of which are simply damaging. To conclude, it may be stated that a problem that half well define it half solved. Wrongly defined problem is not solving the problem. Avoiding the problem will cause problem to run after you. A health organization accepts the reality of problems because of objectives set. Objectives-attainment involves series of problems that must be anticipated and solved. A problem in life is bound to arise and the reality is that life is difficult. Indeed life is a series of problem to be solved, hence by not acknowledging the problem, there is an attempt to escape what is reality and to escape reality would be more painful in the long run. Work Cited: Peck, S. The Road Less Traveled, Simon and Schuster, 1978 Arbinger Institute , Excerpts of Leadership and Self Deception. Getting out of the Box’, {www document} URL, http://www. arbinger. com/C2/ArbingerHome/default. aspx? Page=Home, Accessed October 30,2006

Shylock A Ruthless Villain or a Persecuted Victim.

A villain in a play is a â€Å"character whose evil actions or motives are important to the plot† and a victim in the terms of this play is â€Å"a person who has come to feel helpless and passive in the face of misfortune or ill-treatment†. Shylock in Merchant of Venice is a Jewish moneylender and Jewish people during Shakespearean time were looked down upon, treated unfairly with no respect. Shylock in Merchant of Venice is portrayed as how a stereotypical Jew would be portrayed as, a villain and an antagonist. In Act 1 Scene 3, Shylock is presented as clannish and austere because of Antonio’s and the Christians unfair and ill treatment towards him, Shylock accuses Antonio for calling him a â€Å"misbeliever, cut-throat dog†, Shakespeare’s use of the phrase â€Å"dog† has a negative connotation which indicates to the reader that Shylock is seen as being beneath the Christians and shows the ill-treatment and discrimination that Shylock endures where he is treated like an animal instead of a human. This clearly portrays to the audience the day-to-day problems a Jew would encounter and the phrase is effective because it makes the audience feel sympathy for Shylock. However the sympathy for Shylock is short-lived as Shylocks greedy and villain side makes an appearance. Shylock is furious with Antonio as he â€Å"lends out money gratis and brings down the rate of usance†, â€Å"usance† is commonly known as interest, this shows the audience how profiteeri ng and greedy Shylock is for money, as he alwaysShow MoreRelatedEssay about Shylock in The Merchant of Venice by William Shakespeare1704 Words   |  7 PagesShylock in The Merchant of Venice by William Shakespeare William Shakespeares The Merchant of Venice contains an array of interesting and complex characters. From the alternately generous and grasping Antonio to the alternately love stricken and exploitative Bassanio to the vulnerable and manipulative Portia, this play has an abundance of multi-layered personalities. However, one of the most intriguing characters is also the most oft-vilified and minimized in the work. This characterRead MoreShakespeares Presentation of Shylock in the Merchant of Venice1458 Words   |  6 PagesShakespeares Presentation of Shylock in the Merchant of Venice In the Merchant of Venice, Shylock is continually involved in the bond plot. This plot is probably the most intense story-line in this Shakespeare play. Bassanio borrows money from Shylock in Antonios name in order to impress Portia, however after a tragic incident involving all of Antonios ships crashing; the money has failed to be returned. According to their bargain Antonio must now give Shylock a pound of hisRead MoreWilliam Shakespeare s The Merchant Of Venice2269 Words   |  10 Pages12.15.14 The Question of Shylock It is hard to read The Merchant of Venice without finding at least one character to sympathize with. The unforgettable villain Shylock as well as Portia, Shakespeare’s first and one of his most famous heroines are arguably some of this plays most beloved characters. But, is Shylock really the villain? Or is he a victim of circumstance? Shylock’s insistence for a pound of flesh has made him one of literatures most memorable villains, but many might be inclined