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Mostly aptitude tests, intelligence and personality questioners are used for recruitment. Tests are good means of evaluating stuff that is a bit difficult to evaluate with other methods e.g. quantification of characteristics that are very crucial for any job could be measured through tests.

But there are some conflicting factors that make testing a bit vulnerable

As the personality does not remain the same in every situation so it is a bit hard to assess whether the person is appropriate for the job.

Online testing can be a very good way of saving up the extra money spent on the delivery costs for an organisation so it is an economical way of recruitment and selection.

Though online testing is beneficial it has some disadvantages as well regarding internet security and identity problems.

Assessment Centres

'An assessment centre is not a place but rather a process that consists of a small group of participants who undertake a series of tests and exercise under observation with a view to the assessment of their skills and competencies, their suitability for particular roles and their potential for development'

Assessment centres are responsible for holding a series of tests and exercises in which a number of candidates participate under observation. There are a few organisations using this technique that make only over a third of all the organisations

The catch in this technique is that the recruiter or the selector can assess a candidate's behaviour in a workplace environment. Specially trained assessors are hired for this kind of tests and the quality and control is so good that every two candidates are assessed by an assessor. This technique is beneficial in a way that it is more candidates friendly and gives you a briefer overview of the skills and capability level of the candidate.

Job Simulation

Another key component used for assessment is job simulation. These are usually designed to be an accurate representation of performance in the job. Candidates are placed in simulative situations which they are very likely to face; main examples include in tray exercise and role-play

The process of recruitment and selection is described above in detail, but as Automobile Maintenance Organization does not require the procedures like telephone interviewing, assessment centres but they will need the techniques like face to face interviews本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。