Methods of Selection

With the rapid advancement of world economy, technology and organizational culture, the selection process of human resources is becoming more sophisticated. Even though the traditional interviews remain the heart of selection process, entities opt for better techniques which are helpful in achieving the reliability on the whole selection exercise (Elsevier, 2009).

                                               Figure 3: Selection methods and job performance

Source: Torrington & Hall, (1995) 

The above figure describes the relationship between different selection methods and the ultimate job performance where a set of tests and assessment centres may provide a better solution than unstructured interviews, references or application forms (Koster, 2002). The reliability of an expected outcome from a selection process will be ensured based on the structured and consistent methods followed by the entity. 

In addition to the ‘Classic trio’ namely Application Forms, References and Interviews, organizations explore the possibilities of carrying out alternative selection methods such as Aptitude tests, Physical Ability tests, Assessment Centres, Psychometric tests, & Work Sample tests (Koster, 2002).

Aptitude tests

These tests are carried out to assess the potential and already demonstrated competence or skills of the candidate by way of math and IQ assessments and these measure applicant’s ability of reasoning, word fluency, memory and mathematical fluency (Mathis et al, 2015).

In connection with the company I work for, Aptitude tests are the primary selection method for clerical grades and non-executive vacancies such as Customer care executives, Collection officers, Device sales executives.

Physical Ability Tests

These are to measure an applicant’s physical endurance, mobility and other physical attributes which are related to the job. These tests are carried out for the labour-intensive job categories (Mathis et al, 2015).

Psychometric Tests

Amongst the aforementioned alternative methods, psychometric tests have become significantly popular among many industries as there was an alarming need for a better mechanism to choose the right person (Roberts, G.,1997). As such, psychometric test comes into play which evaluates a person’s emotional stability to perform a desired job role. This includes the evaluation of the employee’s leadership skills, stress management traits, decision making ability and relative response to any emotion (Djabatey, 2012).

The company which I’m employed at, practices psychometric tests when the vacancies are filled by external recruitments for middle and top level management such as Head of Retail Operations, Chief Managers.

Assessment Centres

Assessment Centres comprise of multiple methods of selection and often treated as one of the most complex methods as it may include one or more structured interviews, work sample tests and aptitude tests. Organizations should ensure that an effective evaluation process would be in place so that the results of all the methods used, can be amalgamated into one assessment (Roberts, G.,1997).

In practical world, the assessment centres come into play mostly in graduate recruitments considering the number of candidates and the selection work involved (Roberts, G.,1997).

Work Sample Tests

Work samples are carried out to ensure how far the candidates are capable of handling the task that would be assigned to them at work. A similar situation is created under realistic and standardized conditions where the individual is required to demonstrate his/her competency. Its primary purpose is to evaluate what one can do rather than what one knows (Cascio and Phillips, 1979).

The organization I’m attached to is a leading telecommunication service provider in the island and they practise the Work samples method to select call centre agents to the company.

References

Cascio, W.F., and N.F. Phillips, (1979). Performance testing: a rose among thorns? Personnel Psychology V32.

Djabatey, E., (2012). Recruitment and Selection Practices of Organisations, A Case Study of HFC Bank (Gh) Ltd. Commonwealth Executive Master Of Business Administration. Institute of Distance Learning, Kwame Nkrumah University of Science and Technology.

Koster, M., (2002). Human Resource Management : Classical Selection Methods And Alternatives.

Mathis, R., Jackson, J., Valentine, S. and Meglich, P., (2015). Human Resource Management. 15th ed.

Pregamon Flexible Learning, (2009). Management Extra: Recruitment and Selection. 2nd ed. Oxford, UK: Elsevier Ltd.

Roberts, G., (1997). Recruitment and selection. London: CIPD Publishing

Torrington, D., Hall, L. (1995), Personnel Management, Human Resource Management in Action (3rd edn)