Selection

Selection

One of the selection methods used in Mark and Spencer’s is assessment centres. An assessment centre is a method for assessing aptitude and performance; applied to group of participants by trained assessors using various aptitude diagnostic processes in order to obtain information about applicants’ abilities or development potential. This is a process being increasingly used by organisations to assess staff, either as part of the recruitment process or for internal development and promotion. [http://www.psychometric-success.com/assessment-centers/acfaq-what-is.htm]

One of the selection methods used in Mark and Spencer’s is assessment centres. An assessment centre is a method for assessing aptitude and performance; applied to group of participants by trained assessors using various aptitude diagnostic processes in order to obtain information about applicants’ abilities or development potential. This is a process being increasingly used by organisations to assess staff, either as part of the recruitment process or for internal development and promotion. [http://www.psychometric-success.com/assessment-centers/acfaq-what-is.htm]

Marks and Spencer’s find it quite straight forward to use assessment centres because they usually get a lot of candidates applying for the different jobs available at the same time and they are also able to see which candidates are actually ideal for the job. Using assessment centres has several advantages; one being that it takes less time and money, for the reason that if Mark and Spencer were to employ candidates without knowing if they are suitable for the job or not the business make face a lot of problems. On the other hand it makes them long because Mark and Spencer will need to provide useful training.

As well as assessment centres having advantages they also have downfalls as well. One being that not every candidate would be suitable for the job as this is time wasting because it takes a long time to run, and is also expensive.

The second selection method which Mark and Spencer uses are online application schemes. This allows potential candidates to apply for jobs using online application forms. If the candidates are thought to be ideal for the role then Mark and Spencer will start to consider them further for the role. There’s a variety of advantages for this method one being that it allows Mark and Spencer to save less time rather than going through paper applications. The ideal candidates are contacted, whereas the candidates that are not successful will receive an email detailing the reason why they weren't successful. 

The third selection method that Tesco uses is a one on one interview, where the interviewer will ask the potential employer questions to see if they are suitable for the role. They will give the employers a role play, where they will have to act out that they are in the store. The manager pretends to be a customer that comes in to the store and is asking for help from one of the colleagues. This type of role play shows the managers how the potential will act under pressure.

 Almost every employer includes a face to face interview as part of the selection process. Face to face interview is one of the most used and popular type of method that businesses use today. [Introducing Human Resource Management - Margaret Foot and Caroline Hook]  

Before I started working in Marks and Spencer, I received an interview. In the interview I had to take part in a role play where I had to pretend that I was working in the store and an annoyed customer needed help. This was effective for the reason that I had a sense of idea what was expected of me.  The interview was one on one. At the end of the role play, they told me to complete a form and I had to state if I thought that the role play was successful or not.

 The only recommendation that I can offer to Mark and Spencer’s are they should change the questions they ask in the role plays for the reason that any of the unsuccessful candidates are easily able to tell friends and family who may be having the interview. As this won’t show they are capable because they have received the questions elsewhere.

  In conclusion every business has their own selection method when recruiting future employees. Some selection processes may not be successful as another business. It is important that every business ensures that their selection process is efficient and allows them to pick a the right people for their roles they may have in the workplace.

References

Introducing Human Resource Management -Fith Edition- Margaret Foot and Caroline Hook

http://www.psychometric-success.com/assessment-centers/acfaq-what-is.htm

http://www.psychometric-success.com/assessment-centers/acfaq-what-is.htm