Methods of Selection
“Selection is
about choosing between job candidates. It is about how to make a fair and
accurate assessment of the strengths and weaknesses of applicants and how to
identify the candidate who is most likely to perform well in the job”
(Elearn 2009).
The employee selection
process can also be defined as follow up on employees activities, especially
work analysis and planning on employee needs and wants (Smerek, 2018).
Selection is not only a process of picking individuals with relevant qualifications to fill specific job roles in organizations, it is a process of choosing the best candidates and making an attempt to maintain a happy balance in ability and needs of employees to give the output what organization expects (Gupta and Kumar, 2014).
An important factor that could influence the strategy of selection and selection method is the HR strategy of the organization(Christiansen and Higgs 2008). Kadnikov and Kosintseva,(2017) emphasize that in a general view there might be different factors influencing the method of selection. Figure 15 explains the criteria of selection choices.
Figure 15 : Choice criteria of selection methods
Source : (Kadnikov
and Kosintseva, 2017).
It doesn’t matter
what method is used for selection, whatever the method is it has to meet
standards concerning their reliability, validity, interpretability, and
practicality (Feichtinger and Hörold, 2015).
Application Forms, References and
Interviews, organizations explore the possibilities of carrying out alternative
selection methods such as Aptitude Tests, Physical Ability tests, Assessment
Centers, Psychometric tests, & Work Sample tests (Koster, 2002).
Aptitude tests
Potential and already demonstrated skills
of a particular candidate is measured through this test in the way of solving
mathematical questions and IQ assessments to find the ability of memory
, reasoning, problem-solving and mathematical fluency of the candidate (Mathis
et al, 2015).
Aptitude tests can also be said as a
selection method to evaluate new job candidates or even the existing employees
regarding the talent and skills in order to complete certain tasks (E.Mellett,
2018).
Aptitude tests are carried out in the company I am working for in several stages. As a leading private bank the organization I am employed at conducts aptitude tests as a first stage in
recruiting trainee banking associates and apart from that these test are also
held during the selection process of employees for promotions.
Physical Ability Tests
It is a series of fitness examinations
designed to evaluate specific components of fitness in order to perform
particular job role (Peterson, 2018).
Also, Mathis et al (2015) defines Physical ability tests are used to measure an individual’s physical versatility, flexibility and other physical attributes which are related to the job he is required to perform.
Psychometric Tests
These type of tests have become very
popular among various industries as a huge need is raised for a better
mechanism to choose the most suitable person (Roberts, G.,1997).
A person’s emotional stability to perform
a designed job is evaluated through these types of tests and this includes
evaluating the process of leadership skills, management of work pressure, decision
making ability and relative response to any emotion (Djabatey, 2012).
The company which I’m employed at,
practices psychometric tests when the recruitments are made externally vacancies
are filled by external recruitments for middle and top-level management.
Assessment Centres
Assessment Centres comprise 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., it is essential that organizations make sure 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 a practical world, the assessment
centers come into play mostly in graduate recruitments considering the number
of candidates and the selection work involved (Roberts, G.,1997).
A group of candidates is assembled and uses a range of technics over a particular period to get a more clear picture in identifying the best match for a particular job role(Armstrong 2012).
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, In other words, a situation is created during the test to
demonstrate the competency level of the candidate and the main purpose is it
identify and evaluate what can be done by an individual apart from his
knowledge regarding the job (Cascio and
Phillips, 1979).
This type of test is a practical tool to
evaluate intelligence, personality, ability to handle a particular situation,
problem-solving and innovation and achievements (Armstrong 2012).
Being a leading commercial bank in private sector the company I am engaged in also has these type of test when promoting the internal employees to the next level of the job role.
All the employees who are to be newly recruited are mandatorily required to go through a fitness test by the bank recommended health institution in order to make sure that employees are physically fit in order to perform day to day banking activities at the bank I am working for.
References
·
Armstrong, M. (2012). Armstrong’s Handbook
of Human Resource Management Practice, 12e, London: Kogan Page. Chartered
Institute of Personnel and Development. (2003). Recruitment and Retention
Survey Report 2003. Retrieved
·
B.
Schneider, D. B. Smith, Personality and organizations. Psychology Press, 2004,
pp. 151-168.
·
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 Organizations, 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.
·
Elearn L, (Great Britain), 2009.
Recruitment and selection.
·
Feichtinger, B. and Hörold, C., 2015. Recruitment
and Selection. The way of finding future talented leaders,.
·
Gupta, A. and Kumar, S., 2014. A Study On
Recruitment & Selection Process With Reference.
·
Kadnikov, V. and Kosintseva, A., 2017. Choice
criteria of personnel selection methods. 38.
·
Koster,
M., (2002). Human Resource Management : Classical Selection Methods And
Alternatives.
·
L.
C. Christiansen, M. Higgs, “How the alignment of business strategyand HR
strategy can impact performance : A practical insight for managers “ Journal of
General Management, 33(4),pp.13-34,2008.
·
Mathis,
R., Jackson, J., Valentine, S. and Meglich, P., (2015). Human Resource
Management. 15th ed.
·
Mellett, E., 2018. Why Aptitude Tests Are
Important for Jobs in Innovation.
·
Peterson, D., 2018. Periodic Fitness Testing: Not
Just for Athletes Anymore. Strength & Conditioning Journal,
40(5), pp.60-76.
·
Pregamon
Flexible Learning, (2009). Management Extra: Recruitment and Selection. 2nd ed.
Oxford, UK: Elsevier Ltd.
·
Roberts,
G., (1997). Recruitment and selection. London: CIPD Publishing
·
Smerek, L., 2018. METHODS OF EMPLOYEE SELECTION
FOCUSED ON IDENTIFYING PERSONAL MORAL CHARACTERISTICS.
·
Torrington,
D., Hall, L. (1995), Personnel Management, Human Resource Management in Action
(3rd end).
Adding to your arguments, as per Pulakos (2005) discussion, selecting and using effective assessment methods can greatly enhance the quality and productivity of an organization’s workforce. By providing a basic understanding of key criteria for evaluating assessment methods and resources for accessing assessment related information and expertise. A positive step towards better equipping organizational decision makers and HR professionals to introduce effective assessment methods into their organizations.
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DeleteThank you Treva for your comment, Hallinger (2007) Says that Selection is a systematic process of recruiting a suitable candidate for the right job and the right time. The most important point is for the selection process is manager should predict the suitable candidate will perform according to a request. Recruitment and selection process should carry out very smoothly since in fail of above will lead to an unsatisfied employee to the job role.
Thank you for sharing very informative article on selection methods. With addition to your article I would like to highlight Online Checks as one of the newest way of selection method. It evaluates whether a candidate is right for the company is by seen what the person has to say about him or herself on blogs and social networking sites (Daft, 2012). This process, in which employers engage into practice of researching for candidates' online presence and all information related from other, non-formal and unconfirmed second sources via Internet. Furthermore, social media platforms (i.e. Facebook, LinkedIn) are often used by employers to verify information that has been provided by candidates to gain access to additional information about applicants in order to complement other information found on resume or during interviews (Marinov, 2017).
ReplyDeleteValid point sachith, As Murphy & Tam, (2004) stated the recruitment process in the next decade and beyond will be about providing prospective talent with the information they desire to make decisions about their job pursuit and job choices and, striking the balance between an adequate supply of qualified talent and avoiding the costs associated with generating too many or unqualified applicants.
DeleteAs you mentioned Pernalla, Attracting candidates is primarily a matter of identifying, evaluating and using the most appropriate sources of applicants. However, in cases where difficulties in
ReplyDeleteattracting or retaining candidates are being met or anticipated, it may be necessary to People resourcing carry out a preliminary study of the factors that are likely to attract or repel candidates the strengths and weaknesses of the organization as an employer (Armstrong,2006).
Yes Duminda. Further recruitment and selection play an important role in employee retention, consequently important measure in success of recruitment and selection as well as retention is the organizational ability to attract well performing and committed employees who can remain with the organization during a specific time period mostly for a long term basis (B.J. Fried and M. Gates ,2008).
DeleteExactly Pernalla,, employee selection plays a vital role in human resource management, as you mentioned there are different techniques ,which can be used to select the best candidate. In addition, artificial intelligence should be brought into concerned. The first the artificial intelligence introduced by (McCarthy, 1956) it is opening the new opportunities to the organizations. According to (Agarwal,et.al ,2018) artificial intelligence applications such as problem solving, one data driven function, streamline the automate recruitment process in human resources. The future work will be more priority across the market, the both employers and employees are thinking about knowledge, skills & attributes to stay active in the market for sustainable for the future and at present industry thinking to have artificial intelligence harness to make use in recruitment process.
ReplyDeleteYes Gagana. Further J. Johansson & S. Herranen(2019) has stated artificial intelligence is beneficial when ranking the candidates in selection process and best results can be expected when traditional methods and artificial intelligence are used in a combination during selection and recruitment.
DeleteYes Pernalla, 'Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires' (Neeraj, 2012, p. 35). Further, Lievens and Sackett (2017, p.45) developed a modular framework which broke down the selection process in to 'stimulus format, response format, stimulus presentation consistency contextualization, information source, response evaluation consistency, and instructions' which can be used for selection as a whole or as independent building blocks.
ReplyDeleteAdding further HR should pay more attention during selection process and maintaining the selected employee to be satisfied as employee satisfaction relates to organizational culture, pay systems, self development and employee job role and it can influence a lot in organizational performance(Sankar,2009).
DeleteAgree with you Pernalla. Further choosing a selection method is influenced by HR strategies that driven from overall company strategies. Based on the HR strategies company can either go with traditional selection method or sophisticated techniques or a combination of both (Petersburg, 2017).
ReplyDeleteYes Chanaka, According to Huselid (1994), there is a huge necessity of well designed HR program to reduce staff turnover and also to choose the right employee at at the right time a well structure HR is much needed.
DeleteAgree on your views. Furthermore, there are two basic goals which can be recognized in a successful selection mechanism as suggested by Kulic & Vasic (2007) as “1.the prediction and maximization of the labor successfulness of the candidate(s) and the organization and 2. the avoidance and minimization of mistakes during the selection of (a) candidate(s)”.
ReplyDeleteYes Uddika ,Gupta and Kumar (2014) stated that successful
Deleterecruitment and selection practices are main components at the
entry point of human resources in any firm
Yes Pernalla, agreed with your points, Gloman, (2012) stated that employee selection process itself is a follow-up to other personnel activities, especially work analysis and employee needs planning. Only after the implementation of the above activities a selection goal can be established, which builds the enterprise’s selection strategy, respectively the selection process. One of these goals is the discovery and proper assessment of the level of personal moral characteristics that can be crucial in integrating into the workforce and successfully adapting to existing corporate culture (Jay, 2018). When an enterprise has found enough candidates and have clearly defined job requirements, it can be followed by choosing the way to find suitable candidates and the methods of selecting them. The choice is a bilateral issue because, on the one hand, the enterprise chooses one or more employees from the applicants, but on the other hand the applicants choose the enterprise they want to work for (Koubek, 2016). Testing, that assesses the behavior knowledge and ability of the candidates, is quite often used selection method.
ReplyDeleteDefinitely Hashanika, Kumari(2012) stated that selection is something beyond just selecting a candidate it is an attempt to strike a happy balance between what can be done by the applicant and what is expected by the organization from the candidate.
DeleteAgreed with you and adding to that, Recruitment is an expensive process to hire some on new in to the organization. And vital that organization get the process right the first time round, because resources are scarce enough as it is. Selecting the right applicant can be a difficult task, but the end of the day, organization reputation is held by the people it employs (Henry & Temtime,2009).
ReplyDeleteYes Eranda ,Nelson (1991) has said that many organizations are facing a problem of lack of knowledge within the organizational culture regarding the recruitment process and this might bring negative results within the organization.
DeleteYour post is very informative Pernalla. Organizations use different types of formal assessments to select employees. To understand the ideal assessment method for a given situation, an organization should first understand what the job requires employees to do and what kind of knowledge, skills and abilities required by an individual in order to perform the job effectively. This process can be accomplished by conducting a job analysis (Pulakos, 2005).
ReplyDeleteThank you Oshadee, Udoh(2018) stated job analysis in necessary for proper recruitment process and the analysis should be followed with appropriate techniques collecting information, evaluating the information ,personal interviews and record keeping.
DeleteYes Pernalla, finding and keeping great talent is a top priority for business owners. Having huge employer eat at resources, time and money for employers. This is why more business owners consider human resources selection techniques that help vet out prospects more effectively, There are several types of methods you can use or you can create a mix to find the best combination for hiring talent that produces the desired results (Leonard, 2019).
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