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Before any selection interview ACI customize the selection checklist and interview rating form or that particular position and send the rating form and checklist to the interviewers. This system has been helping the interviewers to ask right questions and remain focused on interview rating form.

Recently ACI has formed a panel of interviewers and decided to train up them for increasing assessment capability of the interviewers.

6.2.2 Weaknesses of ACI’s Selection Process: •

Most of the interviewers (except from HR Department representative) are from not professional enough in taking interview. They do not review the job description and person specification carefully.

ACI does not have any proper methods of reviewing the selection process. As a result if any selection went wrong it is difficult to take necessary immediate action.

Some KSAOs can be brought to the job by the candidate and others might be acquired on the job (through training and/or job experience). ACI only considers the candidates who currently possess the desired KSAOs. KSAOs mean Knowledge, Skills, Abilities and Other Characteristics. In other words, ACI hunts talents but it can take necessary steps to develop talents. If an organization always hunts talents and do not develop potential internal candidates it creates frustration and disappointment among them. If the internal candidates are developed and promoted it will create a better working environment.

Interviews are the most commonly used selection practice in ACI. At present ACI’s interview is not structured enough. A structured interview is a very standardized, job related method of assessment. If the interview is more structured then the reliability and validity of the interview will be increased. For example, in many cases the interviewers are unable to agree among themselves in their evaluation. This happened because they did not consider same set of criteria for judging the candidate. And this was the consequences of poorly structured interview.

ACI do not conduct medical checkup of the candidates before offering employment letter. After the final selection, candidates only give a medical declaration. But, the reliability of this declaration is very low. In the medical declaration form job seekers rarely disclose any medical information that might affect the organizations decision to offer job or not.

As with recruitment, there is little effort for continuous development in selection process.

There is no proper guideline regarding discretionary or contingent assessment methods.

Over the last few years ACI has expanded and diversified into various businesses and has done huge recruitment over these years. Total manpower (permanent) has increased from 741 in December 2002

Recruitment & selection process of human resources in aci limited  

Designing and managing successful staffing process are major challenges for an organization. This process requires multiple tools, technique...

Recruitment & selection process of human resources in aci limited  

Designing and managing successful staffing process are major challenges for an organization. This process requires multiple tools, technique...

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