Selection Methods CERA

Discuss about the Selection Methods CERA.

 

 

Introduction

The study will describe the advantages of two selection methods CERA will implement in their recruitment process that will focus on the representation of the aboriginal people in the workforce. The two selection methods chosen for the designation of the financial controller position in CERA are Psychometric test and structured and skilful interviews.

Two methods of selection

CERA has created many opportunities on behalf of the employees of the company and for the community they are operating. The company endeavour in discriminating based on skills and expertise and the organization is recognized as the diverse workforce. Diverse workforce will represent each section of the community including the Aboriginals. The company maintains the goal of “opportunity for all” that includes new methods of selection while representing the aboriginals specifically. The advantages of two methods of selection i.e. psychometric test and skilful and structured interviews in the light of financial controller position in CERA are discussed below.

Psychometric Testing:

In the selection method of financial controller position in CERA, psychometric testing is an important method of selection for the preferred designation. CERA will use a series of test in order to rest the character and attributes of the candidates. The series of test will include subjects like personality profiling, aptitude testing and ability testing. The advantage of this test is to intimidate few candidates that are proven great in terms of compatibility with the other employees associated with the organization especially in the financial department (Koskan et al., 2013). As a financial controller, the candidate will have to communicate with the employees of other departments as well, hence the nature of the candidates needs to be known by the company before hiring in the required job field. Apart from that, it will help CERA in including Aboriginal people in the company for achieving the goal of “opportunity for all” not only by the human resource department of the company but also by the strategic department of the company (Armstrong & Taylor, 2014).

Skilled and structured Interview:

Another selection method is the structured and skilled interviews. In this technique, the interviewer usually asks questions to the interviewee related to the past events of the previous job. The candidate has to solve the problem by his experiences in the job of financial controller (Townley, 2014). However, the interviewer will ask discretionary probing questions in order to handle the artificial situation created by the interviewer more efficiently. This type of interview can be also known as situational and behavioural interviews as it will help CERA in judging the candidate in terms of behaviour during critical situations. In addition, temporary situations are created in the interview so it is also termed as situational interview (Shackleton, 2015).

Conclusion

It can be concluded that the two selection methods of skilful and structured interviews and psychometric tests are applicable for CERA in terms of including aboriginal representation in the company. The advantages along with the problems of these methods are discussed in the study so that CERA can customize the methods of selection according to the requirements.

References

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Koskan, A. M., Hilfinger Messias, D. K., Friedman, D. B., Brandt, H. M., & Walsemann, K. M. (2013). Program planners' perspectives of promotora roles, recruitment, and selection. Ethnicity & health, 18(3), 262-279.

Shackleton, V. (2015). Recruitment and selection. Elements of Applied Psychology.

Townley, B. (2014). Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals).