Selection Methods
After
recruitment, the next step is to choose the effective selection method that
include reliability, validity, usability, legitimacy, and fairness and acceptance
(Strewart and Brown, 2011).
Figure 1.0
Reliability: Standardization of the
procedure for administering and scoring test results (Dayal,
2015).
Validity: The technology of choice is actually
measuring what is intended to measure it (Bratton
and Gold, 2000).
Utility: A characteristic of selection methods that reflects their cost-effectiveness (Strewart and Brown,
2011).
Fairness: All selection methods must comply with existing laws and existing
legal precedents (Bartram and Kramar, 2014).
Acceptability: About the appropriateness of the
selection methods (Strewart and Brown,
2011).
The selection methods described below,
Interviews
A selection interview is a dialogue initiated by one or more
persons to gather information and evaluate the qualifications of an applicant
for Employment (Bartram and Kramar, 2014). The interview is the most familiar method of selection and, it is a face-to-face
and face-to-face exchange between candidates and interviewers (Dayal, 2015). The most widely used interview techniques are the
structured or patterned interview, the non-directive interview, and the
situational/problem-solving interview (Gusdorf, 2008).
structured interviews
In
a structured interview, the interviewer uses pre-set standardized questions and
presents them to all interviewers and it is useful for valid results,
especially when dealing with many applicants (Dayal, 2015).
Unstructured interviews
The interviewer asks some
questions related to what he or she is looking for but is not able to get a complete picture of the candidate as a person without a specific goal, the
questions are often random and not specific (Armstrong,
2014).
Tests
Selection test is used to provide
valid and credible evidence of ability, attitudes, and accomplishments, and
psychometric tests assess intelligence or personality (Armstrong, 2006).
Many people have some fears about any
test, and this has caused some confusion about the meaning, use, and value of
psychometric tests, which are a general term for technical ranges that attempt
to measure a sample of a person's behavior (Bratton and Gold, 2000).
Source : (Techno Creats, 2017)
The types of tests described below,
Intelligence tests
This test helps to evaluate traits of intelligence, mental ability, numerical
ability, memory, and other aspects can be measured (Dayal, 2015).
Personality tests
Personality tests attempt
to assess a candidate's personality in order to predict their behavior in a
role. (Armstrong,
2014).
Ability tests
Focusing
on mental abilities such as verbal reasoning and numerical power, but also
physical skills tests such as typing speed (Bratton
and Gold, 2000).
Aptitude
tests
Aptitude
tests measure whether an individual has the capacity or latent ability to
learn a given job if given adequate training (Dayal, 2015).
References:
Armstrong,
M. (2006) Handbook of Human Resource Management Practice. Tenth edition. London: Kogan Page.
Armstrong,
M. (2014) Handbook of Human Resource Management Practice. Thirteenth edition. London: Kogan Page.
Bratton,
J. and Gold, J. (2000) Human Resource Management Theory and Practice. Second
edition. North America: Lawrence Erlbaum Associates.
Bartram,
T. and Kramar, R. (2014) Human Resource Management. Fifth edition. Australia:
Mc Graw Hill Education.
Dayal, A. (2015)
Recruitment and Selection Process [Online] Available at: https://www.academia.edu/33291470/Recruitment_And_Selection_Process [Accessed 15
November 2020].
Gusdorf,
M. (2008) Recruitment and Selection: Hearing the Right Person.
First edition. Alexandria: SHRM Academic Initiatives.
Strewart, L. and
Brown, G. (2011) Human Resource Management.
Second edition. United States: John Wiley & Sons.
Techno Creats (2017) METHODS OF SELECTION -1 [online
video] Available from https://www.youtube.com/watch?v=VybOdT1CwyE [Accessed 14 November 2020].
Here I like to add some idea of in selection bias related to interview.
ReplyDelete1) Stereotyping is the tendency to attribute certain characteristics to particular groups of people. For example, you might think that the work ethic of an immigrant worker is much better than the work ethic of local workers and have a tendency to hire immigrant workers for that reason. This bias could influence your thinking and prevent you from selecting a local worker with an excellent worth ethic.
2) Halo Effect is the tendency to regard highly an individual who has a personal or work characteristic that you particularly like. The halo effect might cause an interviewer to disregard some negative qualities of an applicant. Assume, for example, that an applicant shows up for a job interview well-groomed and neatly dressed. The halo error tendency would be to assume that the person is competent in a number of job areas for which you are recruiting simply because personal appearance created a favorable impression.
3) First Impression is the tendency to distort or ignore additional information about an individual to fit your first impression. The first impression an interviewer receives of a job applicant can greatly influence the entire assessment of that person. For example, if an applicant impresses the interviewer in the first few minutes of the interview, the remainder of the interview is positively influenced. In the case of a positive or negative first impression, there is a chance to be so influenced that the primary interview purpose of predicting future performance becomes a secondary issue.
4) Projection is the tendency to attribute one’s own motives, feelings or values to others. For example, an interviewer who is neat and organized tends to assume that an applicant is the same way. This type of projection might be right, but it is just as likely that it is wrong, and an error would impair the hiring decision.
5) Contrast is the tendency to measure an individual by someone with whom we have just had contact. If a manager has just interviewed a substandard applicant, a mediocre applicant may look great by comparison. In this case, contrast bias may lead to hiring a mediocre candidate instead of waiting to find one with outstanding qualifications.
Selection bias will occur because of the procedure used to select study participants when the selection probabilities exposed and unexposed cases and controls from the target population are differential and not proportional. This can occur when exposure status influences selection. Selection bias will occur in cohort studies if the rates of participation or the rates of loss to follow-up differ by both exposure and health outcome status. Although we seldom can know the exposure and health outcome status of non-respondents or persons lost to follow-up, it is sometimes possible to obtain these data from an external source (Lorraine et al, 2015).
DeleteAccording to author (Armstrong 2014) interview process or questioning process is not sufficient to enroll a reliable and productive candidate. Therefore, in recruitment process selection and screening plays a big role when enrolling the qualified professionals for the job (Compton et al. 2014). Furthermore, it helps in reducing operating cost for an organization as it hires competent and motivated staff for the job, also reducing cost related to staff turnover.
ReplyDeleteAgreed, The purpose of the screening process is too narrow the field so that one can spend more time with the candidates for formal interviews. Employers or Interviews Candidates should resume before the interview and review all job applications. Implementing time management skills is very important for interview processes so that they can be completed on time (Kapur, 2018).
DeleteFurthermore, with regards to structured interviews please click on the following link for detailed information. https://romeshseneviratne.blogspot.com/2020/11/blog-post_17.html
ReplyDeleteThanks Romesh, add this for you, A structured interview is one that is based on a defined framework. The framework may contain a set of pre-determined questions. All candidates are asked the same questions, focusing on the qualities and behaviors required to succeed in the task. Answers can be obtained through a grading system. (Armstrong, 2014).
DeleteOne disadvantage in Aptitude tests is that it does not measure all areas of a candidate. Traditional aptitude test does not capture social ability, artistic capability, musical intelligence and spatial awareness of a candidate. Hence recruiters must take note to change these aptitude test to suit the requirement of the position to capture the relevant skill of the candidate (Richards, 2019).
ReplyDeleteAn Aptitude test indicates the ability or fitness of an individual to engage successfully in any number of specialized activities. They cover such areas clerical aptitude, numerical aptitude, mechanical aptitude, motor co-ordination, finger dexterity and manual dexterity. These tests help to detect positive negative points in a person’s sensory or intellectual ability. They focus attention on a particular type of talent such as learning or reasoning in respect of a particular field of work (Dayal, 2015).
DeleteInterview is one of the methods being used by an organization to appraise and evaluate the suitability of an applicant for the job (Cable and Judge, 1997). It could be in many forms but most organizations use the formal structured interviews to recruit and select their employees (Cassell et al., 2002). The determination in most of the industry and sectors of the economy expressed that the best person should be appointed to fill the post in order to deliver in line with the mission and vision of the organization (Donnellan, 2010).
ReplyDeleteStructured Interview - In this type, the interview is planned, designed and detailed in advance. A structured interview is pre-planned, precise, and reliable in hiring the candidates (Kapur, 2018).
DeleteSelecting the right candidate could be done different ways. Sch as written tests, interviews, background tests, medical tests, and application evaluation. Most of the time initial selection method used by most of the organizations are the application evaluations (Chandrashekar & Sahin, 2014).
ReplyDeleteThe information required for an application may vary from organization to organization and from job to organization within the organization. Generally, the application should include the applicant's name, address, telephone number, education, military background, work experience and reference information. The applicant must have a place to sign, and the applicant's signature must have a pre-printed statement indicating that everything on the form is authentic; If not, the candidate can be released (Gusdorf, 2008).
DeleteExperts classifies interviews into several types. Werther and Davis classified interviews into; Unstructured interviews, Structured interviews, Mixed interviews, Behavioral interviewing, and Stress interviews. Armstrong (2006) classified interviews as Individual interviews, Interviewing panels; and Selection boards. Edenborough (2005) opines that structured interviews vary in form, from simple planning aids to precise prescriptions of questions aimed to consolidate vivid evidence of behavior (Benjamin, C & Igwe, A 2012). Lately interviews are prone to be on employee strength based rather than on competency based. This shall give the employer a deep insight into the candidate and help unveil the true potential within. This is a refreshing challenge to both parties and could be either a structured or unstructured one ( Debeb, D 2015). Then again, probing into Intelligence tests, they seem to be biased in the sense that; performance differences among test-takers reflect their divergent cultural experiences, these tests are re-standardized over time and the heritability of human intelligence is very high.
ReplyDeleteRecent research has shown that there are a number of definitive steps that can be taken to increase the usefulness of an employee selection interview. The HR staff should keep the interview structured, standardized and focused on achieving several goals. That is, they should plan to come out on a few dimensions (e.g., interpersonal style or ability to express their opinions) that can be observed with quantitative ratings from each interview and avoid evaluating abilities that can be better measured by tests (e.g. intelligence) (Kramar, 2014).
DeleteAdding to your post that selection process of the candidates for vacant positions and finding the qualified person from the right pool of applicants has become a very significant factor. According to Gatewood (2011), knowledge, skills, and abilities of a candidate are some measurements when used in the selection process and predict the performance of candidates.
ReplyDeleteAgreed Isuru, selecting suitable candidates for the right positions will help the organization to achieve the desired goals and objectives. When selecting employees, it is essential to ensure that they have the qualifications, skills and abilities required to perform their duties in a properly organized manner. (Kapur, 2018)
DeleteIt is further to mention that, according to Truesdell and Kelly (2017) discussed attracting candidates to the selection process, technology is playing an increasingly important role in recruiting. Electronic technology has also been used to reduce the number of potential candidates. In particular, using online recruiting can mean that employers receive a large number of applications from inappropriate candidates, so using technology to help manage the application form can also be helpful
ReplyDeleteAgreed with you, Some organizations are better at attracting excellent job candidates than their competitors. These organizations use recruiting as a tool for ensuring that they have the best possible employees, which in turn improves their bottomline profitability. Effective recruiting is thus an essential part of good human (Strewart and Brown, 2011).
DeleteRecruitment and selection methods supplement each other when organizations strive to achieve the best staffing results, therefore the importance and the significance of the process of interview is very important to an organization to select the best bunch of candidates(Mohrman, 2004).
ReplyDeleteHi Kalum, The selection test will reduce your recruitment pool, but you will need to further reduce your list of candidates to establish a reasonable number of interviews. The nature of the job and how much time you can give to the interview process will determine how many candidates you select for the interview. There may be as many as three or four, but it may be more important for you to get a good idea of the candidates' qualifications (Gusdorf, 2008).
DeleteKapoor (2018) says, An interview is a determined exchange of notions, the answering of questions and communication between two or more persons. Normally, an interview is a process of private conversation between people, where questions are asked and answers are obtained. The main purpose of the interviews is to acquire information about qualities, attitudes, prospectus and so forth. In various types of interviews, interviewers examine the behavior and communication abilities of the candidates.
ReplyDelete
DeleteAgreed Kanishka and add this, The most commonly used method of selection is interview, when candidates respond to questions asked by a manager or other organizational representative. Most interviews involve a conversation between the interviewer and the applicant. The interview is useful not only to evaluate the applicants, but also to provide information to the applicants and to sell the company as a suitable place to work (Strewart and Brown, 2011).
people are the most important aspect in any business and management should make every effort to get the right people in the right job at the right time (Divanna & Rogers, 2005). For a company to stay competitive it must recruit, select and retain an efficient and effective team of employees (Taylor, 2002). Recruitment is about capturing and understanding all activities directed at locating potential employees. This involves ensuring and understanding what needs to be done to attract applications from suitable candidates (Armstrong & Taylor, 2014). Selection is one of the most important HR tasks, since it is vital to fill vacant positions with people who are not only suitably skilled for specific jobs but are also flexible, willing and able to cope with change (Leatherbarrow & Fletcher, 2015).
ReplyDeleteThanks Thilini, Employee selection is the process of selecting people to bring into an organization. Selection An effective choice offers many advantages. Selecting the right employees can improve the effectiveness and productivity of other HR applications and prevent many problems (Strewart and Brown, 2011).
DeleteAny HR professional should be very concern of the legal issues and requirements that govern the use of assessment methods in organizations in the employee selection process. For example, all HR professionals should follow the key documents in America which are the Uniform Guidelines on Employee Selection Procedures and the Disabilities Act of 1990 (ADA) (Pulakos, 2005).
ReplyDeleteAgree Eranga, The fourth principle regarding selection decisions concerns legitimacy and fairness. Because of the high validity, it may be legal for an organization to use a test that some subgroups screen at a higher rate than others, but this means that everyone agrees that the test is fair and should be used (Strewart and Brown, 2011).
DeleteThe effective acquisition and utilization of an organisation’s human resources is central to the growth, viability and survival of any organisation . Employee selection as an aspect of human resourcing, in a wider context of human resource management (HRM) ‘is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given the management goals and legal requirements’ (Ekuma, 2012)
ReplyDeleteEmployee selection is a key component of human resource management and assumes that personal changes make a significant difference in job performance. Therefore, what is needed to maximize performance is a good match between personal characteristics and job requirements (Huo et al., 2002).
DeleteSophisticated selection methods are not common in small companies, most of which continue to depend on informal methods for selection decisions - typically references and one or two interviews - although more sophisticated methods such as work samples can be effective (Wyatt et al., 2010).
ReplyDeleteThe difference in employee recruitment and selection needs to be specified appropriately. Recruitment can be defined as “the process of confirming the need to employ fresh staff, locating where potential recruits exist and attracting appropriate application for employment” (Akwetey, 2011).
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