EFFECTIVE EMPLOYEE SELECTION METHODS: A COMPREHENSIVE GUIDE

What is selection?

Employee selection refers to the systematic process of choosing the most suitable candidate for a job vacancy within an organization. The goal of employee selection is to identify and hire individuals who possess the skills, qualifications, and characteristics necessary to perform the job effectively and contribute positively to the organization. This process involves evaluating candidates through various methods to assess their suitability for the position and the overall fit with the company's values and goals.

There are many selection methods available within the current HRM. However, we need to first identify the recruitment method to choose a suitable selection method. Some organizations can emphasize on internal recruitment while others emphasize on external recruitment.  Also, there are organizations that rely on different sourcing channels such as direct advertising and social advertising.

Based on these variables an organization can select the most suitable selection method to identify the correct employee. Also based on the nature of the job position an organization can use a bundle of selection methods to increase the quality of selecting decisions.

“The most important criterion is the ability of a selection method or combination of methods to predict future performance” (Armstrong, 2023).

There are many kinds of selection methods of traditional and modern. Hereby the article will discuss 8 main selection methods.

Application forms and resumes

The use of application forms and resumes is a common and fundamental method in the employee selection process. During the initial stages of recruitment, employers typically request candidates to submit application forms or resumes to provide information about their educational background, work experience, skills, and other relevant qualifications. Application forms are standardized documents and resumes are personal documents. These applications and resumes can be used for screening, shortlisting and as preparing material for interviews and for documentation.

Application forms and resumes, when used effectively, provide a structured and efficient way for employers to gather and evaluate information about candidates, ultimately contributing to the initial stages of the employee selection process.

Interviews

They involve direct communication between employers and candidates, allowing for a deeper assessment of qualifications, skills, personality, and cultural fit. Interviews can take various forms, including structured, unstructured, behavioral, and panel interviews. There are several types of interviews that can be used in the selection such as structured interviews, unstructured interviews, behavioral interviews, panel interviews and peer interviews. A well-designed interview process aligns with the organization's goals and contributes to successful talent acquisition.

Testing and assessments

Testing and assessment methods are important components of the employee selection process, aiming to evaluate candidates' skills, knowledge, aptitude, and suitability for a specific job. These assessments provide objective data that supplement information gathered from resumes and interviews.

The key components of this method are Cognitive abilities test. Personality assessments, skill tests, job knowledge tests and situational judgement tests. Examples of these methods are IQ tests, aptitude tests, DISC assessments, language tests, coding tests, situational judgement tests, role playing exercises and industry specific exams.

Group discussions and assessment centers

A group discussion is a selection method in which a group of candidates is presented with a specific topic, situation, or case, and they engage in a structured discussion. Assessment centers are comprehensive evaluation processes designed to assess a candidate's suitability for a job by simulating real-world work scenarios. These centers typically involve a series of exercises, tasks, and simulations that mirror the challenges and responsibilities associated with the position.

This method assesses interpersonal skills, teamwork, leadership, and problem-solving abilities in a simulated environment.

Reference checks

employers contact individuals who have had direct professional interactions with the candidate in the past. The purpose of reference checks is to verify the information provided by the candidate, gain insights into their work history and performance, and assess their suitability for the position. The referees can be previous employers, colleagues, and any other known person.

To make this exercise an effective one -selectors need to ask the right questions about performance, accomplishments, and weaknesses. Also, they need to ask the questions with open ends permitting the referees to talk and close ended questions need to be avoided.

Background checks

This is an essential component of the employee selection process, involving the verification of a candidate's personal and professional background to ensure accuracy and assess their suitability for a position within an organization. These checks are typically conducted before finalizing a job offer.

The key components are verification of education, verification of employment history, criminal background checks, and credit history checks.

When conducted responsibly and ethically, background checks contribute to creating a safe and trustworthy work environment.

Medical examinations

pre-employment medical examinations or screenings, are a selection method in which candidates undergo a thorough assessment of their physical and mental health to ensure they are fit for the specific job requirements. The primary goal is to identify any health-related issues that may impact the candidate's ability to perform the job safely and effectively.

The types of medical tests can be conducted are- physical examinations, drug and alcohol tests, vision and hearing tests, and mental health assessments.

Job Auditions

Job auditions, also known as work samples or practical assessments, involve candidates performing real or simulated tasks that mirror the responsibilities of the actual job. This selection method allows employers to evaluate a candidate's practical skills, problem-solving abilities, and job-related competencies in a realistic work setting.

Ways of effectively using selection methods

  1. Before selecting methods, conduct a comprehensive job analysis to understand the specific requirements of the position.
  2. Select selection methods that align with the job requirements and organizational culture.
  3. Utilize a combination of selection methods for a more comprehensive evaluation.
  4. Ensure validity and reliability in selected methods.
  5. Standardize the application and evaluation processes to promote fairness and consistency.
  6. Integrate technology into the selection process where appropriate as using Applicant Tracking Systems (ATS), video interviews.
  7. Ensure that interviewers and assessors are trained on the selected methods, evaluation criteria, and potential biases.
  8. Periodically assess the effectiveness of your selection methods and update whenever necessary.

In conclusion, the effective selection of employees is a multifaceted process that requires careful consideration and a strategic approach. By leveraging a variety of selection methods, organizations can enhance their ability to identify candidates who not only possess the necessary qualifications but also align with the values and culture of the company. Each selection method serves a unique purpose, contributing valuable insights to the overall evaluation of candidates.

Madusha Perera

2023


References

Armstrong, M., 2023. Handbook of Human Resource Management Practice. 16th ed. London: Kogan Page.

Boksic, B., n.d. TestGorilla. [Online]
Available at: https://www.testgorilla.com/blog/employee-selection-methods/
[Accessed 18 December 2023].

Team, H., 2023. harver. [Online]
Available at: https://harver.com/blog/employee-selection-methods/#:~:text=Employee%20selection%2C%20also%20known%20as,resources%2C%20and%20your%20organizational%20needs.
[Accessed 17 December 2023].

Thakkar, R., 2022. LinkedIn. [Online]
Available at: https://www.linkedin.com/pulse/8-different-employee-selection-methods-better-hire-rinku-thakkar/
[Accessed 18 December 2023].

 

Comments

  1. Selecting top talents for a company is very important for company performance achieving the desired goals .as you have highlighted in article predicting the future performance is the one of major challenges in selection process .you have clearly explain selection methods of traditional and modern.Thanks for the valuable content .

    ReplyDelete

Post a Comment

Popular posts from this blog

MASTERING EXIST INTERVIEW PROCESS

WHEN YOU GET CUT DOWN FOR STANDING OUT: DISCUSSION ON THE TALL POPPY SYNDROME AND ITS IMPACT ON WORKING WOMEN

THE POWER OF TOTAL REWARDS CONCEPT IN ORGANIZATIONAL SUCCESS