Alternative Recruitment Methods in HR Practice Essay

Alternative Recruitment Methods in HR Practice - Essay Example References Carlson, K.D, Connerley, M.L and Mecham, RL. 2002. Recruitment evaluation: The case for assessing the quality of applicants attracted. Personnel Psychology. 55(2): 461-490. Taylor, S. 2005. People resourcing. 3rd ed. London: CIPD Publishing. 2. Why do employers persist with the selection interview when more accurate alternatives are available? Selection interviews are the most widely used methods of selection because of the clarity and simplicity as well as cost-effectiveness. Most organisations do not opt for alternative selection procedures because of their complexity in interpretation as well as costs; usage of alternative methods requires training for the managers or selectors whereas the traditional methods do not require any special training other than understanding the job requirements and matching them with the candidates’ skills. However, research indicates minimal or no correlation between future job performance and selection interview (Lunenburg, 2010). I nterviewers do not bother to test the effectiveness of selection interviews. Moreover, managers’ perception of their intuitive abilities rule over structured interview testing; managers tend to have strong belief in their judgmental abilities. Managers believe that selection interviews help to assess the candidates in a variety of situations, which also provides a comprehensive idea of the candidate and his/her fit to the job. Selection interviews do provide opportunities for manipulating the answers by the candidates. Besides these, selection interviews highlight certain skills that may or may not be relevant to the job requirements. Such skills include intangible characteristics such as candidate’s confidence, speaking abilities, positive attitude, presentation, and... Selection interviews are the most widely used methods of selection because of the clarity and simplicity as well as cost-effectiveness. Most organisations do not opt for alternative selection procedures because of their complexity in interpretation as well as costs; usage of alternative methods requires training for the managers or selectors whereas the traditional methods do not require any special training other than understanding the job requirements and matching them with the candidates’ skills. However, research indicates minimal or no correlation between future job performance and selection interview (Lunenburg, 2010). Interviewers do not bother to test the effectiveness of selection interviews. Moreover, managers’ perception of their intuitive abilities rule over structured interview testing; managers tend to have strong belief in their judgmental abilities. Managers believe that selection interviews help to assess the candidates in a variety of situations, which also provides a comprehensive idea of the candidate and his/her fit to the job. Selection interviews do provide opportunities for manipulating the answers by the candidates. Besides these, selection interviews highlight certain skills that may or may not be relevant to the job requirements. Such skills include intangible characteristics such as candidate’s confidence, speaking abilities, positive attitude, presentation, and enthusiasm. Many organisations have understood the drawbacks of selection interviews.

Consumer Behaviour Models and Their Strategic Applications Essay

Consumer Behaviour Models and Their Strategic Applications - Essay Example Pepsi and Low Involvement Decision Making With the advancement of technology, it has become easier for consumers to search for necessary information and make careful and informed decisions. This theory was first mentioned by Walters (2002), where he had considered all the external and internal factors affecting the purchase decision of an individual and created a complex connection. Group, as well as social forces, influence the buying process of a customer. Consideration of research work of Krugman and Hartley (1970) reveals the fact that there is a significant amount of divergence exist peoples involvement in the decision-making process. In some decision-making process, people pay a significant amount of importance on evaluating available options while in case of some products, consumers do not put significant importance on evaluating options and just go by their intuition. In the first case, the decision-making process is known as high involvement decisions while the second proces s known as low involvement decision process. ... On contrary, decisions regarding fast food purchase, buying drinks, buying small products etc can affect customers only during the specific period of consumption and such decisions can hardly impact overall aspects of human life. Therefore, people tend to involve less while making decisions regarding above-mentioned issues. In Low Involvement Decision Making, people can make a purchase decision with the help of specific stimulus such as positive feelings during consumption, a suggestion from a peer group, consumption environment, previous consumption experience etc. Involvement based Consumer Decision Making Process In this section, the study will use Pepsi’s marketing and promotional efforts in order to understand how Low Involvement Decision Making takes place while consumers make soft drinks purchasing decision. From a marketing perspective, Pepsi’s marketing and promotional efforts aim to persuade consumers that they are better compared to Coke. Pepsi uses TV commer cials. Print advertisements, celebrity endorsements, sports events sponsorships, music event sponsorships, retail promotions which are tailored for the local market, in-store displays, billboards, hoardings, social media advertisements in Facebook, Twitter etc to promote their offering (Aronson, 1999). Aronson (1999) stated that market share of Pepsi is smaller than Coke but in the last 14 years, Pepsi has regained its market share with the help of the promotional strategies. Now, when customers make soft drinks consumption decision then what factors they exactly consider?