Top-down Selections Strategy
Selection entails collecting details concerning the background of the candidates and, finally, choosing the right candidate. It is a process that requires accuracy and in-depth analysis. Different strategies are used to avoid unnecessary complexities and challenges. The top-down ranking is one strategy that has been used for many years to get the right candidate for a job. In this case, candidates scores', during assessments, are summed up, and the candidates are ranked from the highest to the lowest, and the highest is perceived to be more suitable for the job. According to Collins et al. (2010), multiple factors may influence the outcome; hence it is essential to come up with models of ranking.
Cutoff Scores Strategy
During assessments, candidates are tested for fitness for the job. Most organizations consider the personality and ability of a candidate. These tests are done using different forms such as numeracy, vocabulary, and many more, depending on the job analysis. The essence of these tests is to retain the workers that are suitable for the job while laying off those that do not respond to the needs of the job. In this case, a cutoff score is set where those above it are deemed suitable, and those below it are laid off. According to Nde (2012), it is essential to put in mind the aspect of job description while using this strategy since it ends up laying off candidates at once.
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Reference
Collins, M., Curtis, A., Artis, K., Staib, L., & Bokhari, J. (2010). Comparison of two methods for ranking applicants for residency. Journal of the American College of Radiology , 7 (12), 961-966.
Nde, M. N. (2012). Strategic Recruitment, Selection and Integration of International Labour force: A case study of Company X.
