What is the sieve model?
This is a model for selecting employees for a company. This model is based on the assumption that the employee is already a trained individual and that it is very difficult to change or develop his or her habits. The company tries to select the best employees on the market, so it usually hires them through recruitment with the help of a personnel consulting agency. These agencies use the most effective selection methods, such as competency-based interviews.
The sieve model: advantages and disadvantages
The main advantage is the possibility of assembling a team of the best specialists, who will carry out the assigned projects conscientiously and at a very high level. Employees who have been hired in several stages are aware that their employer has made high demands on them, but can dismiss them from their position at any time, so they work at full capacity and are as efficient as possible. As for new hires with great experience, they transfer their work culture, know-how phone number list and behaviour patterns to the new company. Another argument in favour of choosing the screening model is the low need for money for training. The new employee is almost immediately ready to participate in projects. A standardised recruitment policy makes it clear to candidates who will be hired: only the best.
The disadvantages include high staff turnover
which has a negative impact on employee well-being and relationships. The repeated recruitment of new employees is just as costly as training. The constant influx of new people creates uncertainty about job retention and leads to unhealthy rivalry among employees. When it comes to recruitment, it is important to mention that job applicants with great potential but currently inferior qualifications and skills will be rejected by recruiters. Even though they may be excellent ai makes conversations within Slack easier. specialists in the future, the company only selects a small group of the best selected employees. The recruited employee has virtually no opportunity to improve his or her professional skills and therefore does not bring any new skills from the moment he or she is hired that could help the company grow.
The lack of a sense of responsibility among rank-and-file employees also negatively affects the
development of the company, which only depends on the decisions of a small group of managers.
Who is it beneficial for?
This employment policy will not work in all companies.
This model works best for companies in an employing labor market, meaning there are more people willing to qatar data work than there are job openings.
This is a good strategy for a company with an aggressive policy based on low production costs, for which the only possible cost reduction exists in the HR area.
The employment period is short, as weaker links are replaced by stronger ones. Training expenditure is very low, but the demands on employees are very high.
The ideal candidate
In addition to formal requirements such as experience, training and specialisation, the prospective employee is subjected to a qualification and competence test. There are also psychological tests that show recruiters whether the prospective employee will be stress-resistant, assertive, creative or flexible. These tests have long been mandatory when recruiting police officers, military personnel or airport workers. Unfortunately, a poorly administered test can deter employees from being hired. For example, one recruit was faced with a question about how many people he could date at a time, and there were even questions of a more private nature.
As for personality skills, the ability to lead a team and the ability to anticipate events that could endanger a company in the future are tested.
Soft skills are currently the most sought after by employers, especially – developed emotional intelligence. Therefore, they are willing to go through a much longer and more demanding recruitment process.
The most common methods of competence assessment
- Aptitude tests: They can be classified into numerical, verbal and personality tests.
- Competency-based interview: the candidate describes specific situations that occurred at work and his or her responses and behavior are compared with the profile of the ideal candidate created previously.
- Assessment Center – consists of grading through participation in various types of presentations, skits, or group discussions.
When running a business, whether using the sieve model or other concepts operating in the market, it is always important to keep in mind how important the human aspect is. Choosing the right model requires analyzing all available options, as the choice of model affects all the staff in your company, and it is the right staff that determines your success.