The EAL Technologies company has decided to recruit 150 of the company’s 600 manufacturing employees due to the retirements. The target group of this recruitment is those who have received professional technical knowledge training and are skilled in operating robots. At the same time, in order to meet the company’s diversified cultural background. The recruitment will also recruit minority and women to improve the company’s social image and maintain the positive reputation of the company. Since diversity issues are widespread among tech companies (fewer women, African Americans, and Latinos, ). But EAL wants to make some difference on this. This memo is focusing on addressing the ultimate importance of firms setting recruitment guideline by denitrified the pros and cons of personal interviews. The final version will be discussed in depth in future Interview plan.
Human resource assessment is a kind of technical management work with a variety of contents and methods. To do a good job in human resources evaluation in order to hire the best-fit person, the EAL needs to have a proper grasp of the basic content and main methods of both personal interviews and other assessments test of candidates. Moreover, the organization should select suitable recruitment channels according to EAL characteristics, and no matter which method is used to measure, it should comply with five basic standards: reliability, validity, universal applicability, utility, and legality.
Personnel interview selection techniques mainly include assessment of knowledge and skills, achievement tests, psychological test, and assessment center, which are most used and widely used at each company in a present day.
Advantages and Disadvantages of Assessments
On the other hand, the assessments to test technical knowledge can deliver the most accurate data on predictive validation, concurrent validation, and content validity.
The pros and cons of personal interviews and other assessments of candidates have many different influences for the company, however, there is one thing in common, which is both methods will cost money. Because of a large amount of time and personnel required, when assessing whether a candidate is suitable for a job or is competent for a position, not only the skills or personality should be considered, but also the ability, potential and future performance of the candidate should be predicted. Evaluate each participant’s strengths and weaknesses to lay the foundation for future recruitment training.
This essay has been submitted by a student. This is not an example of the work written by our professional essay writers. You can order our professional work here.