![]() ![]() ![]() The profiles of candidates “proposed” by the system could be then segmented and compared. The ProSelect system enabled the creation of candidate ranking lists for specific jobs with predetermined descriptions. The selection may be based on profile comparison or on the comparison of synthetic numerical indicators. Selection of candidate or candidates whose competency structures are most consistent with the predetermined criteria. Alignment, which involves verifying the extent to which the predetermined criteria are consistent with the competency structure of the candidate or candidates.Ĥ. The assessment, understood as an evaluation of psycho-social competencies of candidates, was the main function of the system, based on the application of psychological-diagnostic tools for maximising the likelihood of selecting the best candidates for the job.ģ. competency-based – as a characteristic of psycho-social competencies relevant from the point of view of the job.Ģ.functional – as a general characteristic of a post from the point of view of the organisational structure,.The description process encompassed two levels: Job descriptions or descriptions of types of work that are encountered in organisations. We provide you with a clear and effective written report of the selection interview. The joint use of these methods contributed to the effectiveness of the candidate selection.ġ. Proselect is a partner of Cebir, Central Test and Thomas International. The process of results interpretation additionally incorporated the information from qualitative data analysis, e.g. ProSelect consisted of several types of tasks including : Cognitive ability tests were randomised in order to minimise the chance of memorising and learning the content used in testing specific abilities. In Logic Pro, select the Marquee tool, then drag in the Tracks area to select parts of one or more regions. The method was based on the assumption that human behaviour was polygenetic, thus its structure was devised in such a way that answers provided in one part of the test affected a multitude of variables. The method applied in ProSelect was not based on psychometric measures in the standard meaning of the term, but instead on more cautiously estimated likelihood of presence of certain traits (psycho-social competencies). Les candidatures doivent nous parvenir au plus tard pour le. ![]() Votre candidature sera traitée avec rapidité et confidentialité. Tout candidat intéressé est invité à nous faire parvenir sa candidature via notre bouton 'postuler'. ProSelect, as a computerised „assessment centre”, was a method for supporting HR processes within an organisation, especially in managerial positions, in the following areas: Nhésitez plus et postulez proselect gère cette mission en exclusivité. …” if you don’t know who to choose, choose the best one ” was a motto which the authors and developers had in mind while working on the tool. ![]()
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