Page 76 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 5: Recruiting HR

There are also number of traditional schemes. The most popular include seven-point plan Notes
developed by Alec Rodgers in 1952 and five-point grading system developed by Munro Fraser
in 1954. These give certain headings under which attributes of an ideal candidate can be classified.

Seven Point Plan

1. Physical make up: Health, physique, appearance, bearing and speech
2. Attainments: Education, qualifications, experience
3. General intelligence: Fundamental intellectual capacity
4. Special aptitudes: Mechanical, manual dexterity, facility in use of words or figures

5. Interest: Social, intellectual, physically active, constructional
6. Disposition: Acceptability, influence over others, steadiness, dependability, self-reliance
7. Circumstances: Domestic circumstances, occupations of family.

Five-fold Grading System

1. Impact on others: Physical make-up, appearance, speech and manner
2. Acquired knowledge or qualification: Education, vocational training, work experience

3. Innate abilities: Natural quickness of comprehension and aptitude for learning
4. Motivation: The kind of goals set by the individual, his or her consistency and
determination in following them up, and success in achieving them

5. Adjustment: Emotional stability, ability to stand up stress and ability to get on with
people.
The choice of the system depends on the individual requirement. The seven-point plan has
longer pedigree whereas the five-point system is simpler to understand and use. Both provide
framework for interviewing, but larger organizations are using the competency-based approach.

Notes Competency based Approach
A competence based approach means that the competencies defined for a role are generally
used as the framework for selection process. According to Taylor (2002); "A competency
based approach is person-based rather than job-based. The essential point in this approach
is that there is analysis of people and not of job.
According to Roberts (1997), “The benefits of taking competencies approach is that people
can identify and isolate the key characteristics which would be used as the basis for
selection, and that those characteristics will be described in terms which both can understand
and agree………The competencies therefore become a fundamental part of the selection
process.”

A competencies based approach can help to identify the selection technique, such as
assessment center or psychological testing which are likely to give better result in the
selection procedure. It also provides valuable information for the structured interview,
where the sequences of the question can be generated in such an order so as to maximize
the test of competency from the interviewee.
Contd...

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