Selection Techniques
Selection Techniques
Selection is the process of picking individuals who
have relevant qualifications to fill vacant vacancies in an organization
There
is no doubt that employees' experience, qualities, educational background,
attitudes, behaviors, and personality play a significant role in achieving
organizational success goals. Failure to achieve those goals can be caused by a
lack of qualified personnel
Daft, (2012) states several selection devices are
use for assessing applicant qualification and the most frequently used are,
Ø Application form
Ø Interviews
Ø Employment test
Ø Assessment center
Ø Online checks
Application form
Applications used to select potential applicants
which contain written documentation that can be used to decide whether a
candidate meets basic job requirements
Interview
In almost every work category and in almost every organization,
the interview is used as a selection tool
Structural
Interviews: The
structural interview is built on a predetermined framework that includes
predetermined questions
a). Biographical interviews - that inquire about a
person's previous life and work experience.
b). Behavioral interviews - that asks people to
describe how they completed a specific task or dealt with a specific problem.
c). Situational interview - that asks participants to describe how they would handle a hypothetical situation.
Unstructured
Interviews: According
to Armstrong (2014) Unstructured interviews are simply a general conversation
in which the interviewer poses a few questions that are important to what he or
she is looking for, but with no particular goal in mind other than to get a
general image of the candidate as an individual which include non-specific, often random questions.
Also, the interviewer determines the
questions to be asked, and there are no agreed-upon standards for evaluating an
applicant's performance during the interview
Employment test
Employment
assessments are used to asses work abilities, personality traits and written
intelligence, aptitude; they must be reliable and valid (Sunday, et al., 2015). Employment test includes cognitive ability
test, physical ability test, personality inventories, and other assessments
a). Psychometric test
Psychometric
testing is a selection tool that actually measures cognitive abilities and
behaviors of the candidates that are essential for the future job performance.
Organizations rely on the results of these tests to take the major decisions
for hiring and sometimes promoting as well
Ø Cognitive test
Assessing
attributes such as general intelligence, spatial ability, and numerical ability
of the candidate
Ø Personality test
Personality
tests attempt to assess the personality of candidate in order to make
prediction about their likely behavior in a role
According to Daft, (2012) Physical ability test that help to
measure candidates qualities such as strength, energy, and endurance. This is
more important if the job positions that involve more in physical tasks.
Assessment centers
An
assessment center is a special program of tests, work simulation situations,
exercises, and interviews designed to measure and assess a wide range of
different abilities, skills, behavioral characteristics, and potential required
for organizational job performance
Online Checks
This
is one of the newest ways of evaluating 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
With relate to the organization I am working the organization utilizing blend of the above techniques to select best suitable candidate to the firm. Evaluation starting from the application forms and after screening the application company invites successful candidates for the written exam to assess the work abilities, personality traits and written intelligence and aptitude. The success applicants will call for interview. The interview is mainly structured with standardize questions including biographical, behavioral and situational questions to assess the candidates performances in the each area. Then most suitable candidate will be selected.
Armstrong, M. & Taylor, S., 2014. ARMSTRONG’S
HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. s.l.:s.n.
Daft, R. L., 2012. New
Era of Management. 10 ed. s.l.:Cengage Learning Products LTD.
Kumari, N., 2012. A
Study of the Recruitment and Selection process: SMC Global. Industrial
Engineering Letters, Volume 02.
Kumar, S. & Gupta,
A. K., 2014. A Study On Recruitment & Selection Process With Reference. 13
November.
Marinov, L., 2017.
Understanding cybervetting in the context of recruitment agencies in Croatia. USE
OF INTERNET SEARCHES IN RECRUITMENT AND SELECTION PROCESSES.
Memon, M., Ahmed, F.,
Muhammad, A. Q. & Noor, A. B., 2018. EFFECTIVENESS OF PSYCHOMETRIC TESTING
IN RECRUITMENT PROCESS. Journal of Organizational Behavior Research, 30
03.03(01).
Pulakos, E. D., 2005. Selection
Assessment Methods. s.l.:SHRM Foundation.
Sunday, A. O., Olayaniyi,
D. E. & Mary, F. O., 2015. THE INFLUENCE OF RECRUITMENT AND SELECTION ON
ORGANIZATIONAL PERFORMANCE. International Journal of Advanced Academic
Research - Social Sciences and Education.
Yu-Ru, H., 1999. RECRUITMENT
AND SELECTION AND HUMAN RESOURCE MANAGEMENT IN THE TAIWANESE CULTURAL CONTEXT.
s.l.:Plymouth Business School.
Agree with your point. A process of choosing the correct individuals with relevant qualifications to fill the job in an organization is defined as a process of selection and it is also an attempt to balance the happiness between what the applicant can and what the applicant wants to do and what the organization actually expects thus selecting the right employee is important for performance, cost and legal aspects (S.Kumar & A.K.Gupta,2014).
ReplyDeleteVery correct Pernalla. selection define in many ways. Otoo, et al., (2018) defined selection as “the process of trying to determine which individuals will best match particular jobs, taking into account individual differences such as potentials an applicant could bring on board.
DeleteI agree with your argument. The objectives of the selection process are to get the right individual to the right job, establish and maintain a good image as an organization, and maintain the selection process as cost-effective as possible (Gamage, 2014). Selecting the right person can be difficult, but in the end, the organization’s reputation is held by the people it employs (Henry and Temtime, 2009).
ReplyDeleteVery true Nivethini. Employees as Brand Ambassadors an Organizations reputation held by people it employs. The role of the employee within the modern workforce is now more important than ever before. While they still must take on traditional roles whatever their part is, the employee also needs to become a brand ambassador to convey the value of a service or product of the company to the customer (Frank M. Waechter, 2017). In brand-centric organizations, the person-brand fit is another requirement that needs to be fulfilled in staffing decisions which reflects a strong congruence between personal values and brand values (Al-Shuaibi, et al., 2016).
Delete
ReplyDeleteIndeed, employee selection will decide the future of the organization as the selection process should be able to pick the best candidates who would reach the common goals of the organization. The aim of selection is to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully. It involves deciding on the degree to which the characteristics of applicants in terms of their, competencies, experience, qualifications, education and training match the person specification and then using this assessment to make a choice between candidates (Armsrtrong,2014).
Very True Gagana, Employers evaluate applicants' characteristics during the selection process in order to determine the fit between the job and the applicant's characteristics (Daft, 2012). If a company's success is ultimately determined by its employees, who have the necessary skills, work-related values and attitudes, and motivation to achieve organizational goals, then selecting employees is one of the most important decisions that HR managers/specialists must make (Yu-Ru, 1999).
DeleteAgreed Sachith, Selecting the best-fit employee is like 'searching for the sharpest needles – in a pile of needles. Without a good process, you’ll likely get poked a few times' (Bobinski 2012 as cited in Rozario, 2019). Therefore it is extremely important for employers to have a set framework with enough data to base their selection criteria upon without any bias (Okusanya amd Oseji, 2012).
ReplyDeleteVery correct Arjun, Sunday (2015) states a good selection requires a methodical approach to the problem of finding the best matched person for the job selection process.
DeleteAdding to that the effective selection method will meet objectives of both the organization and the candidates. Organization desire to acquire the productive employees while individuals expect to find the job that suit for their demand and personality. Therefore it is important choose the correct selection method for identify the business need and right talent (Juhasz, 2010).
ReplyDeleteVery true Chanaka. By using the right selection methods one can ensure that the candidate not only has the right skills for the job, but also possesses the right personality to fit into the existing organizational culture. Once that “right” person has been employed, it is crucial that he or she chooses to stay in the company and is given the right incentives to do so. Here, employee retention comes into play, which is where focus must be placed in order to keep skilled and valued employees. If employees leave it incurs the costs of going through the recruitment and selection process all over again (Jin & Quader, 2011).
DeleteYes Schithra , And further The problem with interviews is that they are often inadequate as predictors of performance – an hour’s interview may not cover the essential points unless it is
ReplyDeletecarefully planned and, sadly, the general standard of interviewing is low (Armstorng,2006). so this can be over come by having a stretchered interviews.
Very true Duminda. According to Ullah, (2010) ‘Interview’ has emerged as a popular method of employee selection. The primary objective of interview is to find out the right candidate for right position. It requires a well-structured interview that produces more reliable and valid information for selection than an unstructured interview. A well- structured interview can be best described in terms of ‘3D’: Development, Discussion, and Decision. A systematic approach of conducting an interview should consist of these ‘3D’ that will increase the reliability and validity of the interview.
DeleteSachitha, Organizational performance depends on the approach the organization uses to recruit and select employees. Sarkar and Kumar (2007) metioed an overall recruitment model that emphasized the importance of the entire recruitment process and the interdependence of its components.
ReplyDeleteExactly Harsha, recruitment and Selection are vital processes for a successful organization, having the right staff can improve and sustain organizational performance (Sunday, et al., 2015).
DeleteSachitha,work sample test are one of the selection technique that can be used in the selection process, there are some advantages & disadvantages, this need to be done when the candidate expected to know how to accomplish the job prior to the job entry(Pulakos,2005).
ReplyDeleteAgreed with you Sandun. A work sample test is a test in which the applicant performs a selected set of actual tasks that are physically and/or psychologically similar to those performed on the job” (Rodrigues & Rebelo, 2009). It can be utilized as a selection tool in order to capture best talent to the company.
DeleteAgree with you. According to Armstrong, M.(2006), the competencies used for recruitment and selection purposes should meet the following criteria:
ReplyDelete● They should focus on areas in which candidates will have demonstrated
their competency in their working or academic life – eg leadership, teamwork,
initiative.
● They are likely to predict successful job performance, eg achievement motivation.
● They can be assessed in a targeted behavioral event interview in which, for
example, if team management is a key competence area, candidates can be asked
to give examples of how they have successfully built a team and got it into action.
● They can be used as criteria in an assessment centre
Agreed with you and like to add, In order to meet the modern competitive markets and changing business environment, these changes require competent human resources to support it and this can only be met through effective recruitment, selection and retention process (Samwel, 2018).
ReplyDeleteAgreed with you Eranda. Barney (1991) suggests that sustainable competitive advantage is attainable when firms have a human resource pool which cannot be imitated or substituted by rivals. According to the Resource-Based view, firms should constantly evaluate their workforce to ensure that they have the right people with the right skills in the right places to ensure sustained competitive advantage. Thus, in order to be differentiate and gain competitive advantage, the companies need to be very careful with the recruitment and selection process (Ekwoaba, et al., 2015).
Delete