4. Methods of Selection
A
recruiter in any organization is going through much pressure during the
selection of the most suitable job candidate, as the recruiter is the one who
makes a decision and this decision must be right for the wellbeing of the
company
The
employee selection process itself is a follow-up to other personnel activities,
especially work analysis and employee need 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
Figure 03- Types of Selection Methods
Source-
Ability Test
These assessment methods are designed to
test the competencies of a candidate and to predict his/her potential to
develop the required skills for a certain vacancy
Integrity Test
It helps in measuring attitudes and
experiences that are relating a prospective employee with his tendency to be
honest, dependable, and trustworthy
Personality Test
Personality tests are the most important
ones for any small or big organization, as it is always possible to improve
skills and qualifications in a specific sphere, but it is almost impossible to
change the personality of a human being
Group Situational Test
These are designed to reveal a candidate’s
ability to work in a team, organizational skills, leadership skills,
communicational skills, and others. Usually, a group of candidates is given a
task or a problem to solve as a team and observed by the selectors
Work Simulation Test
It
creates an atmosphere of real work, including tasks that a prospective employee
is going to do when he/she gets the job
Interview
This
initial interview is usually quite short and has as its objective the elimination
of the unqualified. In many instances, it is a standing interview conducted at
a desk or railing
Assessment centers
An assessment center is a process, which includes a set of methods and several observers and the aim of which is to identify the suitability of the candidate for a job position (Kandinkov & Kosintseva, 2017). They have the highest predictive validity, as they use various combinations of tests that are administrated during the whole day (sometimes even several days) and include an assessment by a range of specialists (line managers, practicing supervisors, psychologists, etc.) (Boam & Sparrow, 2010). The exercises, completed by applicants, are designed to simulate the work of managers and thus are very close to reality (Boam & Sparrow, 2010). This method of selection is not very popular as it is not cost-effective, especially when there is only one position to be fulfilled. Most organizations prefer less expensive methods, such as structured interviews and psychometric tests (DeCenzo, David, & Robbins, 2009).
References
The purpose of the reference check is to obtain information about the past behavior of applicants and to verify the accuracy of the information given on the application blank (Savior, Kofi, & Yao, 2016). (Cole, 2005) expressed that most public sector organizations take up references before short-listed candidates are called for interview; while private sector organizations tend to take them up after the candidate has been interviewed and a provisional offer of appointment made. The most common method of checking was a combination of letters and telephone calls. Letters of reference carried by the applicant are of little value; one knows what is in them (Cole, 2005).
For an instance, in the leading telecommunication organization where I work, for entry-level positions, short-listed candidates have to sit for a written exam (aptitude and English Language). The interview is taken by the respected unit. After the first round of interviews, they eliminate some candidates who are unable to perform up to the mark. The remaining candidates then face a second-round interview which will be taken by the HR department. After the second round of interviews, they select the best candidate who is suitable for a vacancy.
For upper-level positions, a written test is not mandatory, as it is selected from internal employees. Interview only will be conducted to select the candidates for the upper-level position. For upper-level positions, candidates must face interviews. The selection of upper-level employees is critical compare to entry-level candidates.
References
1. Abdi, M. A. (2018). Recruitment and Selection
Practices Among Telecommunication Engineering Firms in Nairoby County Kenya.
20-25.
2. Argue, M. (2015). The Importance of the Strategic Recruitment
and Selection Process on Meeting an Organisations Objectives. Master of
Business Administration , 20-22.
3. Boam, R., & Sparrow, P. (2010). Designing and
Acheiving Competency: A Competency Based Approach to Managing People and
Organization. London: Mc Grow Hill.
4. Bogatova, M. (2017). Improving Recruitment, Selection and
Retention Of Employees: Case- Dpointgroup Ltd. Business Management ,
15-20.
5. Cole, G. A. (2005). Personnel and Human Resource Management.
6. DeCenzo, David, A., & Robbins. (2009). Fundamentals of
Human Resource Management. John Wiley & Sons, Inc.
7. Kandinkov, V. A., & Kosintseva, A. D. (2017). Choice
criteria of personnel selection methods- Case of SME in St. Petersburg. Advances
in Economics, Business and Management Research , 266-268.
8. Pulakos, & Elaine, D. (2005). Selection Assessment
Methods. SHRM Foundations.
9. Rashmi, T. K. (2010). Recruitment Management. Himalaya
Publishing House.
10. Savior, A. W., Kofi, A., & Yao, B. D. (2016). The Impact of
Effective Recruitment and Selection Practice on Organisational Performance (A
Case Study at University of Ghana). Global Journal of Management and
Business Research , 4-6.
11. Smerek, L. (2018). Methods of employee selection focused on
identifying personal moral characteristics. 185-190.
Agreed with you and Kelechi (2012) says there are three main elements in selection such as interview, work sampling and assessment centers.
ReplyDeleteYes, also the employee selection process usually contains notification or advertising, reviewing, screening, interviewing, testing then selecting the best available candidate (Heri, 2015)
DeleteIt is predicted that emotional intelligence must be tested while selecting employees to the organization and it is to measure perceiving emotions, assimilating , understanding and managing emotions in the working environment(Kumar et al,2017). According to Pulakos(2005) guide of Selection Assessment methods, external methods- cognitive ability tests, personality tests, integrity tests) internal methods- situational further KSA-based method is for both internal and external section method.
ReplyDeleteTrue Thushari, (Berk, 2019) also argued, when the process of selection, to identify the candidates whether they are able to control of their emotions and have relationship skills, emotional intelligence tests is conducted by employers. Emotional intelligence tests also guide decisions on which candidates to place in leadership positions.
DeleteYes, Tripathi & Srivastava (2017) also confirmed your personal experience relating to selection methods by stating that “the selection helps to evaluate an individual to assess by using more than one method concerning their suitability to join the company”.
ReplyDeleteYes, (Harver, 2012) also argued the same, employee selection is the process of finding a new best suited for the role in organization. In the selection process it would be better using combined selection methods rather than relying on one method to make the selection decision in better way (Harver, 2012)
DeleteAgreed that a selection strategy and a process is vital in the process of recruitment. Recruitment of a candidate is purely a time-consuming process where activities need to be carefully gone through. There is no fixed timeline for all the activities, it depends upon to the availability of the candidates for the vacant position. Therefore, a clear view of the recruitment flow is essential in the selection process. Thus human asset of the company can be identified effectively (Divyalakshmi Baskar and Nageswara, 2017).
ReplyDeleteThank you , and according to (Smerek, 2018), the employee selection process is a key driver 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
DeleteMoreover, systematic techniques, such as testing, to assess behavioral attitudinal aspects, are being used by employers to control the "type" of the employee recruited, which contributes to the management of organizational culture (Storey, 1992). Selection is the most widely cited HRM "policy" for acheiving commitment (Ogbonna, 1992). Many companies use psychological techniques to select staff who will conform with the existing or desired commitment culture (Williams et al., 1993). increased use of psychometric testing has been driven by the desire to get the "right" people on board (Storey and Sission, 1993).
ReplyDeleteTrue, there are unique numbers of benefits by using psychometric tools for recruitment purposes. These tests are designed to provide objective and measurable data to help employers to make informed decisions for hiring. Psychometric assessments provide insight into candidate intelligence levels, values, as well as behaviors and motivations. (Thomas, 2020).
DeleteYes ,agree with you. As you mentioned ability tests are extremely accurate predictors of work success and hence frequently aid in the selection process. These tests usually consist of multiple choice questions and are administered using paper and pencil or a computer (Pulakos 2005).
ReplyDeleteThis comment has been removed by the author.
DeleteYes Menupa, Ability tests are important assessment tools for recruiters and other HR professionals. They can be done on both employees and job candidates. On the other side, they can be used to test candidates to see if they are a good match for the position they are interviewed for (Katarzyna, 2017).
Deleteagreed. according to Prabhu et al. (2020), recruiting process for the big companies like Nestle the recruiting process through some different stages to recruiting employees which can be either external recruitment or internal recruitment. (Anwar & Climis, 2017).
ReplyDeleteTrue, when the management determination of an organization’s staffing requirements, the recruitment process begins. Usually, organizations recruit employees from both internal and external sources (Islam & Rahman, 2012). In each methods, the advantages of recruiting outside the organization must be weighed against the disadvantages of recruiting inside the organization(Kapur, 2015).
DeleteYes. For an organization, hiring the right person to the right job, denoting and maintaining a good image as a good employer and completing the process with least cost are the main objectives of the selection process (Gamage, 2014)
ReplyDeleteSelecting the right person can be a difficult task, but at the end the organization’s reputation is held by the people it employs (Henry & Temtime, 2009)
Yes, further, (Grobler, 2006) argued that selection is an important process in order to hire a effective man power which can lead the overall healthy performance of the organization. In contrast, if there is bad employing with a bad selection process, then the overall performance of the organization will be affected and the expenses incurred for replacing that bad workforce will be high.
DeleteAgreed with your view, in addition to this, selection is a process of deploying a suitable person hence in the competitive environment selection is very vital activity further proper selection would link with organization’s performance, improving employee retention, avoiding financial losses, enhancing the use of human capital and achieving competitive advantages (Robert Edenborough, 2005)
ReplyDeleteYes, selecting and hiring the employees is crucial task that is performed in any organization. Selection of employees is a process that has got strong influence over the success of any organization. The decision for the employee selection should be made by considering the nature of the job. It is required that the process of employee selection should be equipped with planning, staffing and retention activities (Garima, 2017)
DeleteYes, (Myrna, 2017) argued that, selecting the right person is more than just choosing the best available person. Selecting the appropriate set of knowledge, skills, and abilities (KSAs) which is essential get a “fit” between what the applicant can and wants to do, and what the organization needs. It’s very difficult because it may be impossible to tell exactly what the applicant really can and wants to do.
ReplyDelete