Evaluate The Effectiveness Of Application Forms
Application forms
Application forms are one of the most common selection and assessment methods in practice, used almost as much as the CV; most particularly in the public and voluntary sectors (Zibarras and Woods, 2010). Shackleton and Newell (1994) found that out of seventy-three British organisations they surveyed, 93.2% of them used application forms. Zibarras and Woods (2010) found in a survey they conducted that the use of application forms by organisations were highest in either micro-organisations or very large organisations. The possible reasons for this could be that a very large organisation may receive a lot of applications therefore application forms may be used as a tool to refine the best applicants. In micro organisations the use of an application form could be to find out specific …show more content…
Blume, Dreher and Baldwin (2010) found that management and group exercises were able to assess the critical thinking and the oral communication of an applicant. However, they also found that these exercises like many other of the assessment center tasks involve high communication from the applicant and therefore may be deemed as stressful to some candidates. They go on to identify the importance of show off other skills like organisation and planning when effective oral communication is being assessed. Sackett and Dreher (1982) that when doing any group exercise at an assessment centre the most common skills that are presented through the exercise are leadership, initiative, planning and organisation, problem analysis and decision making, with scores ranging from .67 and to .79, the highest with either leadership or initiative. Also from this study, some key behaviours for a manager to possess are not tested very well using this assessment method, these include responsiveness; only scoring .46, sensitivity; scoring .47 and stress tolerance; with a score of
Application forms are one of the most common selection and assessment methods in practice, used almost as much as the CV; most particularly in the public and voluntary sectors (Zibarras and Woods, 2010). Shackleton and Newell (1994) found that out of seventy-three British organisations they surveyed, 93.2% of them used application forms. Zibarras and Woods (2010) found in a survey they conducted that the use of application forms by organisations were highest in either micro-organisations or very large organisations. The possible reasons for this could be that a very large organisation may receive a lot of applications therefore application forms may be used as a tool to refine the best applicants. In micro organisations the use of an application form could be to find out specific …show more content…
Blume, Dreher and Baldwin (2010) found that management and group exercises were able to assess the critical thinking and the oral communication of an applicant. However, they also found that these exercises like many other of the assessment center tasks involve high communication from the applicant and therefore may be deemed as stressful to some candidates. They go on to identify the importance of show off other skills like organisation and planning when effective oral communication is being assessed. Sackett and Dreher (1982) that when doing any group exercise at an assessment centre the most common skills that are presented through the exercise are leadership, initiative, planning and organisation, problem analysis and decision making, with scores ranging from .67 and to .79, the highest with either leadership or initiative. Also from this study, some key behaviours for a manager to possess are not tested very well using this assessment method, these include responsiveness; only scoring .46, sensitivity; scoring .47 and stress tolerance; with a score of