Selection Methods.docx

Criteria of an Effective Selection Method When thinking about an effective selection method, the strategies used should be oriented toward an effective outcome where the skills, knowledge, experience and training of the successful candidate are the best match for the requirements of the position and the process is as fair as possible. An effective selection process begins, in my view, with a good job description which identifies major roles and functions as well as the personal characteristics (skills, knowledge, experience and training/education) required to carry out the roles and functions. Too many job descriptions don't actually describe anything, and even more job descriptions are too repetitive and long, which makes them difficult to use as an assessment tool. Let's assume that the job description has been taken care of. The traditional selection process has tended to involve a process of receiving written applications, interviews and referee checks. Whilst far from perfect, this has kept the wheels of industry turning for decades. Some of the more obvious flaws include finding applicants who are better at writing applications and performing at interviews than they are at actually "producing the goods". Another potential weakness is that referees do not always provide sound advice - either they are too close to the applicant (friendship) or do not know their work sufficiently, and in the worse cases simply lie to get rid of people. Of course, nowadays that is a bit risky legally, but it still happens. More and more, companies are using other strategies to complement the traditional approach. This might include such things as psychometric testing of applicants, or asking applicants to undertake a task closely aligned to significant functions within the position. Some strategies are industry/profession specific and I don't profess to know them all. "Alternative" selection strategies are a good development, but still in their infancy. Whatever strategy is used, some applicants will be advantaged or disadvantaged. The responsibility for the Recruiter is to make sure that advantage and disadvantage relate as closely as possible to the candidate's ability to perform the functions required.

Selection methods 1. Interview methods This is most popular methods of selection. You can use 10 methods of interview to select candidates. 2. Application Forms and CVs This method is used to review all records of candidates such as Application form, CVs, Certificates… 3. References Involves assessment of an individual by a third party, usually a former work colleague or boss. 4. Work Sample Work samples involve an individual or group of candidates completing exercises that they would be required to undertake as part of the position. 5. Test methods Test methods include Ability testing, Aptitude testing, Personality test… 6. Assessment Centres Assessment centres provide an opportunity to review and assess the performance and ability of candidates in a variety of ways including individual and group exercises, case studies, role- plays, and presentations. 7. Presentations method Presentations is a method of recruitment and selection. The applicant is provided with a topic and given a timeframe to deliver a presentation on that topic. 8. Group discussion Group discussion is a method of recruitment and selection. It include 3-5 candidates who discuss about a topic or some ones given by employer. 9. Online screening and shortlisting It review, screen candidates ‘s knowledge, skills by online checking. 10. Biodata With an increase of CVs in internet, applications have become more and more similar so that biodata (biographical data) forms have been developed to identify selection of people that are similar to those high performers already in the organization. 11. Informal meetings Informal meetings can be used as a way of observing a candidate’s behavior in a less formal environment, such as lunches or morning tea, cafes.

12. Graphology The essence of graphology is that analysts claim to be able to describe an individual’s personality from a sample of their handwriting. Their theoretical basis is that of trait psychology, which holds that personality has a number of fixed dimensions which are relatively unchangeable and do not depend on the situation.

13. Astrology This is a method used mainly in Asia area.

II/ Choice of selection method Choice depends on: • • • •

Practicability: The costs incurred etc. Reliability: Whether the result varies from day-to-day. Validity: Whether the activity measures what is sought. Sensitivity: The measure of differentiation between candidates.

SELECTION PROCESS

Selection process include steps from receiving CVs from candidates to interview. • Before selection process is recruitment process. • After selection process is hiring process. Steps of selection process include: 1. Get CVs from candidates • Resumes are obtained from a variety of sources that include extensive database of company, internet job boards, job fairs, employee referrals, and direct recruitment… • All applicants are invited to either e-mail or telephone for finishing application form. 2. Pre-check CVs and make short-list candidates • After receiving CVs, HR dept check records of candidates by the standards of the company. • Potential applicants are screened via telephone, in order to confirm their relevant skills, experience, and availability. • After testing is complete, HR dept make a list of potential candidates to prepare for the test below. • For some key positions, you can a survey to related people of candidate about candidate’s background. • Unqualified CVs should be kept carefully for the next recruitment. 3. Written Exams

The forms of examination can be: • English. • Computer and internet. • Professional knowledge and skills. For the candidates who have to make test, HR dept associate with line managers build system of questions then moved to director for approval. Pursuant to bank of questions, recruitment staff conducted written exams. 4. Interviews • Interviews are normally conducted by a panel which will include the line manager, an HR Representative and perhaps more senior members of the Department or Faculty. • In some cases, there may be second or even third interviews. Some interviews may need to be conducted by telephone. • The interviews include interviews of personnel manager with department heads and interviewed by the director. • Before each interview, the company must call or send invitation letter to candidates. 5. Hiring decision • After the interview is finished, HR dept perform the next step is the hiring process. • HR dept should send letter of notice to candidates who does not meet the requirements. Interview Methods 1. What is candidate interview? The interview process is formed through identification of the key requirements of the job and a list of questions is drawn up. A panel of interviewers works through each set of questions with each candidate and scores them on their answers. 2. When we use interview? Often acts as the final phase of a selection process, after short-listing of candidates has occurred. 3. Interview Methods We can use 10 methods of interviews as follows: • Unstructured interview • Structured interview

• • • • • • • •

Screening interview Behavioral interview Stress interview Situational interview Phone interview Face to face interview Group interview Panel interview

4. Interview purposes a. For candidates: • An opportunity to convince the employer of your potential. • An opportunity to find out more about the job and the company. • An opportunity to expand on the information in application form or resume. b. For the employer: • A means to assess your abilities in relation to the requirements of the position, “Have you got what they want?”. • An opportunity to discuss your training, experience, knowledge and abilities in more detail. • An opportunity to see what drives and motivates you and to determine whether you will be able to fit in with both the team and the company as a whole.