Week 17 - Selection

Selection is very important for organisations at it will determine how their staff work and how their image is represented by their workforce from who they select.
The aim of the selection process is to determine several things
It tries to find out as much information as possible about the potential worker.
This information is then evaluated and organised.
Assessing the candidate.
To predict their productivity and effectiveness in the workplace.
To give feedback and information to the candidate.
To assess if the candidate will accept if they are offered a job.

When i started working in a rugby club I had to go through a selection process two and then was part of the selection process when i was working their. They used three main types of selection.
Short listing - They used information aquired from cv's and application forms to find out what qualifications the candidate has and his relationship with rugby as a sport but also as an organisation.
Interviews - Many interviews were done to find out how the candidate was socially because many of the jobs being offered were working with people either training them in rugby or in fitness. Every potential candidate was given an interview even if his cv was emaculate because of the large emphasis on charisma for the job.
Referencing - For this company this was the main thing as it is for most sports organisations. This was mainly used for coaching and playing jobs.

Advantages
Short listing - This is very good for a quick and easy assesment of the candidate. It is not very costly and is not very time consuming as it only takes about 10 minutes tops to read through.
Interviews - Very good for a true assesment of the candidates personality and other qualities that were written in the cv. It also helps assess how they are with their nerves and meeting new people which will happen alot in these jobs.
Referencing - This is very good for sports organisations as they are all well conected and know the best players and coaches from the other clubs and can trust eachothers judgement.

Disadvantages
Short listing - Many people lie about their morals, personality and experiences on paper. It is hard to asses a persons charisma based on a piece of writting. Also things can be missinterpreted from writting.
Interviews - Are quite expensive as they require a fair amount of time, a place and a trained interviewer. Also some people are very good at interviews but not the job.
Referencing - Tends to be frowned apon slightly by organisations from other organisations. A candidate can get a good reference from being liked and not being good meaning that the evaluation is not very valid.

For the rugby organisation I had to have an interview after i submitted my cv. It was a cross panel interview with 3 interviewers which made the whole thing alot more tense because it seems as though you in court being judged on trial.
The interview was very effective though because i was able to bring my true personality across and show the panel what i know and how i work. The interviewers asked questions from different areas of sport each in their respective area. After they had asked all their questions and the interview was over we relaxed a bit and chatted about the sport industry. I believe i was still being assessed but it was good because a person wanting a sports job should like to discuss relevant topics in sport.
Overall i think that it was a very good way to assess me because i was able to bring everything across that was me.



Overall I believe that the selection process is very important to organisations as it will determine the members of their workforce and the image the company gives off.