S/HR/140. Dissertation. Recruitment and selection in Fire Service

The dissertation addresses the issues of recruitment and selection in the UK fire service reviewing the National Fire Fighter Selection (NFS) process and evaluating the effectiveness of its application in the Greater Manchester Fire and Rescue Services (GMFRS). Literature is reviewed on the techniques of recruitment and selection. The methods of research include the analysis of primary data obtained through qualitative interviews. Recommendations are suggested about the improvement of fire and rescue services.

S/HR/115.Explain why effective selection methods are important and summarise the advantages and disadvantages of the main selection methods

The paper examines the methods of selecting potential candidates for a business position identifying the features of successful selection and discussing the interview techniques, psychological testing, assessment centres, application forms, etc.

E/HR/72. Investigation into the possibility of introducing psychometric tests at Alpha Systems

The paper examines the possibility of introducing psychometric tests (PT) for employee selection in Alpha Systems addressing the issue of a high turnover, analysing advantages and disadvantages of PT tools and evaluating their effectiveness for Alpha Systems.

E/HR/47. As an HR manager, when would you employ psychometric testing as a selection tool? What do you see as its major contribution to the selection process?

The paper examines the use of psychometric tests in the employee selection process. The challenges of human resource (HR) recruitment and selection are outlined; the types of psychometric tests are identified; their effectiveness is discussed.

P/HR/320. Informal and systematic approaches to employee selection

The paper examines the methods of employee recruitment and selection reviewing related academic literature and discussing the advantages and disadvantages of informal (‘traditional’) approaches and formal (‘systematic’) approaches based on aptitude tests, peer evaluation, academic performance measures, etc.

P/HR/314. Criticism of traditional approaches to work psychology

The paper addresses the issue of employee selection examining the idea of a ‘person-job fit’ in the context of a newspaper article related to the latest trends within selection. The review touches on the problems of workforce diversity, graduate recruitment, the validity of interviews in predicting employee performance, the barriers to recruitment, etc. The assumptions of ‘person-job fit’ are critically analysed challenging traditional approaches to work psychology.

P/HR/313. Graduate selection and recruitment plan

The paper examines the problems related to the recruiting of new graduates reporting on employee selection practices in a number of major companies, and recommending a selection procedure for effective graduate recruitment. Step-by-step analysis of the recruitment process is presented discussing various methods and models.

P/HR/307. Tools of employee selection

The paper evaluates the methods of employee selection process, i.e. application forms, interviews and references. Each of the methods is described outlining its functions, advantages, disadvantages and possibilities for improvement. The value of assessment centres as the most useful tool for selection is argued.

P/HR/300. Personality assessment in organisations: issues of socially desirable responding

The paper examines the issues of personality assessment in organisations arguing that socially desirable responding (SDR) in employees may distort the correct judgement of their personalities. Literature is reviewed on the accuracy of the ‘impression management’ and the relevance of SDR in assessing the content variables of personality.

P/HR/298. Psychometric approach to interview structuring

The paper examines the validity of information provided by the employment interview applying a psychometric approach to make it a more reliable instrument in the selection and hiring process. The methods of interview structuring and the types of interview are described.

P/HR/292. Predictive validity of the selection methods

The paper examines the predictive validity of selection techniques reviewing academic approaches to the validity of various types of interview, assessment centres, personality questionnaires, etc.

P/HR/287. Employee recruitment and selection: theory and plan of action

The paper offers a plan to a company to assist in their employee recruitment and selection. The aims of recruitment and selection are described; a review of literature on occupational psychology is presented covering the issues of job analysis, employee performance evaluation, etc. Recommendations on the recruitment and selection process are given.

P/HR/254. HRM: methods of recruitment and selection

The paper reviews the theory of human resource management (HRM) describing the methods of recruitment, selection and job analysis, and discussing the advantages and disadvantages of internal and external recruitment, the benefits and drawbacks of interviews as a selection tool, etc

P/HR/237. New method of applicants’ selection for medical specialty training

The paper offers a new method of selecting applicants for specialty training in surgery, dentistry and psychiatry. Characteristics of the new method are outlined; the stages of selecting medicine graduates are compared to those in the traditional method; the advantages and limitations of both methods are highlighted.

P/HR/229. Principles and practices of assessment centres

The paper reports on the work of assessment centres (AC) reviewing AC definitions, the principles of an AC design, advantages and disadvantages of various assessment techniques, the issues of AC reliability, validity criteria, etc.

P/HR/180. Selection methods and problems of assessment centres

The paper looks at the problems of employee selection focusing on the work of assessment centres (ACs) that use multi-task testing as selection methods including role plays, presentations, interviews, etc. Advantages and disadvantages of ACs are outlined. The challenges of assessors training are addressed.

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