Selection

Selection methods

The Royal Marsden hospital uses 3 different types of selection tools, the majority of the people applying and working for the Royal Marsden have specific skills that are necessary for them to do their job. One tool they use is interviews which would consist of the head of department who needs the new employee an administrator and manager would be present, in the interview the potential employee would be asked about experience, areas that they think they have excelled in previously, a hard situation and how they have provided a solution to the problem. This is good as it allows the interviewers to get a first impression on the person and an idea if they will fit in to the current working team

Another tool they use is asking the employee to provide references from previous work. This is good as it allows the business to get an idea of how other employers valued and how they thought the potential employee behaved and if they took their previous job seriously. This may not always be beneficial as some employers may not like the employee and want to get rid of them by giving them a good reference so they can get a job quickly and leave the company.

Lastly the Royal Marsden allows potential employees that have passed their selection tools to go into the hospital and see how the department they may be working for works day to day and how stressful, how the work load is set out and what problems they may face during the day. This beneficial as the employee gets to see the team they will be working with and how that team works together, it’s also good for the hospital as they can judge the potential employees reactions.

Interview I have had

A few years ago I had a formal interview at my school as part of ‘Into work training’. People came down from the local rotary club and performed a serious formal interview to judge our skills. During the interview I was asked about my skills, grades, areas where I may not be confident, and areas that I felt I was particularly confident in, as well as these we were asked if we were keeping track of any economic or new stories. The results that I got from this interview were very good and I scored highly in all the categories even though I was quite nervous I managed to come across and confident, inviting and well spoken.

Personality testing

After interviewing my Friend on personality testing and showing her and example I was able to gage her opinions on it, she felt that it was good as it allows the employer and person taking the test learn something that they may have not previously known about themselves. But she did think that it is not good if it is used solely by its self as people may answer the questions in a certain way that it gets a result the employer is looking for so it would not give a proper representation.

How to improve the selections process

Once the selection process is over employees can become bored and complacent with their job resulting in de-motivation and them not trying as hard, to improve this the selection tool could include a appraisal of the employees work every 5-7 months to allow the employer and employee and insight into how they are working and if any improvements need to be made

Conclusion

As there are many different types of selection tools a business needs to make sure that they pick the right combination of selection tools so that they employ the right person first time round.