Selection Process

Selections

Common Selection Process

Methods of selections           

Application forms Psychometric tests Group selection methods Skills tests Written and oral presentations Case studies Assessment centers Technical interviews Personality profile Practical tests Interviews

Application form 

This test takes the form of a multiple-choice biographical questionnaire and is more likely to be used by large organizations. Take care not to breach data protection or discrimination laws.

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Used by many large firms (Microsoft, IBM) to save time.

Psychometric tests There are three main types of psychometric test:

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Tests of ability, aptitude or intelligence;

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Questionnaires to measure 'personality';

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Questionnaires to establish interests and preferences.

Group selection methods Group selection methods are most frequently used to assess candidates' leadership qualities and their ability to express themselves clearly and get on with and influence colleagues.

Group selection methods The types of exercise which are used include:

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Leaderless group discussions;

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Command or executive exercises (e.g. outward bound);

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Group problem solving.

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Group exercises are time consuming and, therefore, costly. However, they may be particularly useful for appointments requiring good leadership and communication skills.

Skill Test 

Skills test are used where candidates need to possess a particular skill in order to perform the job, e.g. word processing, use of software packages, prioritizing workloads, driving a motor vehicle, or operating a piece of machinery or laboratory equipment. Many such skills are taught and tested by outside bodies, in which case candidates are likely to hold certificates in proficiency but it is recommended that competency is checked by use of appropriate short skills tests.

Written and oral presentations 

Presentations are often used to assess the qualities of candidates applying for posts which require a complex set of skills, together with specific professional/academic knowledge. By asking candidates to prepare and deliver a presentation on a given subject, and in some cases to participate in a discussion afterwards, selectors can see an example of the individual's skills of written and oral presentation, analysis and reasoning, as well as gaining some evidence of their professional/academic knowledge and of their attitudes.

Case studies 

As with presentations, case studies can be a valuable way of assessing candidates' knowledge of a particular subject area, and their likely approach to handling a particular situation. This selection method is sometimes used for candidates for managerial posts, or for posts requiring knowledge of specific procedures, regulations or legislation.

Assessment centers 

It uses a variety of different tests, interviews and exercises like role plays and group exercises to evaluate a candidate's potential performance in a particular post.

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Its duration is of several days during which time the participants are observed, and at the end of which they are given feedback on their performance. This selection method is extremely effective but costly. It is generally used when large numbers of candidates are being assessed.

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The focus is on behavior.

 Technical

interviews

(can take many forms, including practical tasks)

 Personality

profile (quiz-like test to find

out what sort of person you are)

Practical tests 

These test ability and are usually done for:

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Manual jobs - trade skills

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Secretarial jobs - word processing skills

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Those working in call-centers or in telesales - telephone skills .

Interviews 

Most common method.

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Not always most valid method- depends on form of interview

Types of interviews:  Structured (much higher validity than unstructured) (questions oriented to past experience, and hypothetical questions)  Unstructured  Panel ((involving 2 or more interviewers, probably investigating some issues in some depth)

Considerations When Choosing a Selection Method 

Strategic goals of organization

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Utility (benefits less costs)

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Legal defensibility

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Reliability and validity

For selection of Sales People 

Screening on Application form

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Interview (one to one)

For selection of H.R executives 

Screening on Application form

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Interview(strctured interview)

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Assessment center

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Psychometric test

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Case studies

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Personality profile

For selection of C.C.E 

Screening on Application form

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Interview

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Technical test

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Skill test

Selection of Finance Executives 

Screening on Application form

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Written and oral presentations(test)

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Psychometric test(aptitue or intelligence)

Selection of Service Engineers 

Screening on Application form

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Technical test



Skills tests

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Practical test

Thank You Abhishek Kumar  Karanveer Singh  Mahima Singh  Neha Mahajan  Prashant Mishra  Renika Chani  Sheeba Agha  Shobhit Kapoor 

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