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].
