Part –B

P5.

Barclays Bank has designed structured interview to collect evidence of

the applicants past performance relating to specific competencies. The bank
gives the applicants a set of questions about all the required about all these
competencies and task to provide examples, a performance from the past
experiences. For the most senior positions the bank uses a combination of
structured interviews which is also known as top grading to select candidates.

In-tray exercise:

It is a written exercise which is stimulating that typical paperwork that

will confront where the applicants or the prospective employees have to step
into a jobholders’ place within a short notice and deal with the letters, faxes,
reports and other activities that may arrive.

Written exercise:

The bank may use a written report or letter writing exercise in the
process when written communication and analysis is a key aspect of the rolls.

Presentation:

The bank sometimes introduces presentation to measure oral

communication skills and how he/she conducting the presentation. The
perspective employees will be given a brief that is related and relevant to the job
and roll and also will be asked to give a presentation in 10 -15 minutes.

Roll play:

If conduct with the customers and other employees is a key element of the
role in question then the bank might incorporate a role play situation into the
assessment centre in the recruitment process and it might stimulate a sales
meeting ,counselling session or the disciplinary interview.

Barclays offers structured career development opportunities, comprehensive

training skills and progress to learn from experience and inspiring mentors in the
every area of the business.

Lloyds TSB bank:

The Lloyds TSB bank has been using STAR approach to take competency based
on interview.

These interview techniques being used to assess the applicants potentiality

applying everyday situations in what (challenge) the applicant can expect during
his/her career with the bank. The applicant will be asked to demonstrate that
they have a particular key competency by answering specific question to the
issue.

Example:

“How will you assess the difficult issue with a team member?”

“Why do you think this organization is the most suitable to you?”

The bank has been using the following criteria:

1. Assessment Centre:

Assessment centre is a face to face event where a candidate

can compete a applicants’ individual strengths, weakness and area for potential
development.

This is a two way interaction; it gives an opportunity to

judge an organization and the applicant himself. In the recruitment process the
employees will have to go through a number of exercises:

2. Psychometric testing:
These are multiple choice exercise use to help predict
behaviour and performance. For example: Numerical and verbal
reasoning tests and these are timed. These tests are done online
initially then retaken under examination conditions at the assessment
centre.
3. Group exercise:

These are assessed and explore the communication

and problem solving skills (crisis management) in action; it helps to ascertain
how effectively employees can work in a team environment.

The Main Objectives:

a. To help the group focused on the business objectives.

b. To prevent the case persuasively and with impact.
c. To challenge appropriately and show encouragement and leadership of
others.

Case Study Exercise:

These are one to one activities to assess analytical skills of a
candidate and awareness of different situation in the business
environment as well as their ability to identify and gather information. To
solve the issues and problems there are number of stages in this process.
After primary analysis and fact gathering the employee will be expected to
 conclude and explain the rational and logical reasons behind the
recommendation where the organization expected from the employees to
work quickly and efficiently. Then the employee needs to identify the most
relevant information and you have good evidence behind the decision
made.
!!!!

(P6 and P7)

Selection as also may (interaction) process. There are various stages in the
selection process which provide information for making decision/to decide for
both of the potential employee and employer. Employment decisions have been
regarded as a proactive management prerogative and long and there is
considerable evidence in the process that two way nature of the process is being
acknowledged widely at present.

“The labour market, the labour shortages have promoted a concern for the
organizations’ image and the treatment of applicants during the selection
process.” Livens, et.al. (2002)

Throughout the selection process potential applicant choose

between organizations by comparing and evaluating the developing relationship
between themselves and the career prospect.

The person specification and the selecting criteria:

Generally the applicants will be measured and are made explicit against set
criteria. Because it is not possible to make a credible selection decision without
specific criteria. Selection criteria are typically formed and persuaded in the form
of a person specification which representing the ideal candidate covering skills,
experience, qualification, education, personal and special attributes, interest and
motivation.

I) Fit with the organization

II) Functional and team fit
III) Individual job criteria.

Selection techniques:

A combination of two or more selection techniques is generally used but the

choices of the techniques are dependent on a number of factors. They are:

i) Selection criteria for the position to be filled

ii) Acceptability and appropriateness of the method
iii) Abilities of the member of staff involved in the selection process
iv) Administrative case
v) Time factor
vi) Accuracy factor
 vii) Cost effective

There are a number of techniques in selection process and practice:

i) Application form
ii) Self assessment and peer assessment
iii) Telephone interview
iv) a) Testing critical features test use

1 .Validity:

The critical information that is important for determining the validity

is the selection criteria used. The selection process is used on evolution of
the individual at the time of selection and performance of the individual
currently. It includes measures derived from the job description with
additional performance is assessed in an intuitive, subjective and
sometime maybe useful if there is no substitute for objective assessment.
The comparison of selection ratings and performance rating may also be
used to compare the appropriateness of different selection criteria in
organization.

2. Reliability

3. Use of analysis

b) Types of the test for occupational use:

I) Aptitude test

ii) General intelligence test

iii) Special aptitude test

iv) Trainability test

v) Attainment test
vi) Personality test

c) Group selection technique and assessment centres:

• Group method
• Assessment centre
v) Other method:
A number of other selection techniques like physiognomy, phrenology,
body language (gesture), palmistry, graphology and astrology all these
have been suggested as possible selection techniques.

Decision making for final selection:

The selection decision is involving measuring the candidates individually
comparing the selection criteria determine in the person specification but not
comparing each other. If more than one techniques were used on contradictory
information is found against any criteria than it can be considered in the decision
making process. If more than one selector is involved in the process then there is
some debate and argument about how to gather an analysis, information to
judge of each selector. One way would be for each selector to assess and
analysis the collected information separately. Then for all selectors need to meet
for discussing assessment. If this approach is used, there would be some very
different assessment specifically if an interview was conducted as selection
method. It may generate a time consuming debate and arguments. The most
useful aspect of this process is sharing the information in every single once
matrix to understand how the judgements have been formed.