Human Resource Management "Working with people and in teams."

There ar three methods of selection techniques when assessing business sector applicants. The three methods are Biodata, Psychological Tests and Selection Interviews. I will be explaining the signalise features of each method and I will also be evaluating its strengths and weaknesses.


Biodata is the personal tuition about ones self. Biodata can be information such as the age of the applicant, the gender, their job experience and qualifications.

Also the land of the applicant is looked into when using this method, such as where they were born, educated and shortly living. Some potential employers may even be evoke in the occupations of the applicants parents; this is so that they can determine what sort of raising an applicant may have had.

Biodata is useful information as it can allow the questioner to look at applicants personal ground and qualifications and then by using that info they can gauge and decide whether the applicant is suitable or not for the job they applied for.

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This saves valuable time for utilization if an applicant was invited for an interview and was not suitable for the job, then time would have been wasted, however if Biodata was used as a first stage out front interviewing, then it could have shown at a very wee stage the applicants unsuitability for the job, which can then be disregarded, hence resulting in time being saved. This method is equally meaning(a) when there are limited posts with excess applicants, as it would be easy to sift through each application and sustenance good ones for the interview stage.

A weakness of Biodata is that applicants may misrepresent themselves. For example one might state higher grades in trustworthy subjects, which they may not have achieved.

The reason why this causes a problem is because that person may have been short-listed...

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