Selection

In 2007 Jones describe selection as “creating the set of job- and company- specific criteria that determine which job applicants are the best match for a particular job and company”. After the recruitment process is over the applicants will then be compare to the personal specification which helps to start the selection process this is known as short-listing. Jobs within the aviation sector are really competitive therefore it is important that the right people are selected for the job. Airport Agencies uses a few selection methods; below are three examples of selection technique that they frequently use:

·         Application forms and CVs

·         Telephone interview

·         References

When and why these methods are used

Application forms and CV-This is the first step in the selection process that Airport Agencies use. This method is use to gather information about the candidates.

Telephone interview- Airport Agencies uses telephone interviews as the second step in the selection process. These interviews can happen anytime but some employers prefer to pre-schedule as it helps the candidates to be more prepare. Telephone interviews are fairly straightforward and are used to screen for bad candidates.

References-This is a very important part of the selection process as and is the final step used by Airport Agencies when selecting potential employees.

Advantages and Disadvantages of using these selection methods

·         Application forms and CV-Is a standardized format for employers to compare applicants to each other. This provides a more accurate base and makes it easier for employers to compare candidates. Another benefit to application forms is that it allows employers to analyse the way in which the candidates answer question. This helps to give them an idea of what kind of employee you would be. One disadvantage to this method is that it gives a one dimensional view of the candidates as they are only judge on what they’ve written. Another drawback to this method is that it isn’t fair to people with learning difficulties such as dyslexia as they might be very capable person but find it difficult to fill in application forms.

·         Telephone interviews-One of the advantages of telephone interviews is it is very cost-effective. This is very important to businesses as the recruitment and selection process is very expensive this allows businesses to cut-cost. Another benefit to using this method is it allows the interviewer to see how well the applicants’ verbal communication skills are. Telephone interviews are a good way to screen for unsuitable candidates in the early stage of the selection process. The problem with telephone interviews is that there is no way for the candidates to measure the interviewer’s response. Another disadvantage to this method is it doesn’t give the candidates a lot of time to think about their answers. As the interview is held over the telephone it doesn’t give the applicant enough time to prepare.

·         References-One of the advantages of using references as a selection method is it helps to fill in blanks. References are another way in which employers can check to see if the information that the applicants provide were correct. This method is important as it helps to provide employers with their potential employee history. This is important as the employers are able to get an idea of what type of person the applicant is and whether they’ll be suitable for the job. One of the biggest problem with references is it can be time-consuming.

My interview experience

While in year ten (10) I applied to be a prefect, I was told that I had to be interviewed for the position. I was really nervous as that was my first interview and I was interviewed by the principal, my tutor and head of year. During the interview I started to relax more and was able to speak properly because the interviewers made me feel at ease. This was one of the reasons why the interview was effective because the interviewers made you feel comfortable enough so you were able to answer the questions confidently. I was asked questions like; why did I apply to be a prefect? What qualities I thought a prefect required? At first I over think the questions because I wanted to make sure that the answers I gave were correct but after I was asked about my background I started to show my personality. I felt that this was the turning point in the interview as I was able to be myself and show who I really was. I felt like the interview was a success because I got the job. 

Recommendations for Airport Agencies

To improve Airport Agencies selection process I recommend that they use other methods such as communication test. This method will make it easier for them to evaluate the candidate’s level of communication skills. Another way in which they can improve their selection process is by getting feedback from candidates about their experience.

Conclusion

It is very important to remember that different candidates require different selection techniques. As the information above show all the selection methods have advantages and disadvantages this is why it is important and necessary for business to use a combination of selection methods. 

Reference

Jones, G R (2007), Introduction To Business, The McGraw-Hill Companies: New York