Employee Selection Methods – an overview
Selection is an extremely important part in the organisational effectiveness and efficiency in order to maintain the quality of the organisational productivity by selecting the right kind of people and ensuring a better type of organisational performance (Henry & Temtime, 2009). Selecting the right employee is more important for three main reasons, such as; performance, cost and legal obligation (Kumar & Gupta, 2014).
The selection Methods in Figure 1.0
Figure 1.0 : Selection methods
Source : (Mobideen et al, 2019)
The Application, Cv’s and references
Requesting a candidate to fill an application with information is generally done early in selection process, and the application questions are based on gender, race, national origin, education dates and disabilities which sounds inappropriate ((Gusdorf et al , 2018, p-9). The main purpose of a reference check in an organisation is to verify the different types of information that the candidate has provided in the CV or application and also to have knowledge about the candidates past behavior in the different types of organisations the person has been working for (Hedricks et al., 2019).
Interviews and E- Interviews
The process of interviews is one of the most common methods that are generally used in the process of selection of candidates in an organization (Akuamoah et al., 2016). The interview is a verbal test for the candidate and unlike a paper and pencil test, there is no clear right or wrong answer in many cases also the results are subject to understanding by the interviewer there are more chances of error, depending on the question asked, the answers given and the interviewer’s own personal bias (Gusdorf et al , 2018, p-10).
E-interview is a digital, contemporary view of the interview process, an exact form of a conversation, which is foundational in qualitative research (Kvale, 1996, p. 19). Example as in the COVID-19pandamic has made the E-interview as a common practise, in terms with asocial distancing measure in place (Abbas et al, 2021).
Selection tests
According to Vargas (2016) “They are a
structured tool that covers a wide variety of fields of work, some of which are
more applicable, such as clinical, organizational and educational psychology,
among others”. Selection tests are used to identify candidate’s skills that could
not be determined in an interview process. Using a variety of testing methods, candidates
are rated on skills, personality, abilities, honesty and motivation also they
are appropriately designed selection tests which are standardized, reliable and
effective in predicting an candidate’s success on the job (Gusdorf et al ,
2018, p-10).
As an example, the law enforcement agencies require psychometric tests. These tests were also recommended that each candidate be subjected to a battery of psychological examinations in order to find out whether a particular candidate is qualified for police work and this concept is not new which was using for years by police administrators who are aware of the need to eliminate those individuals which emotionally unsuitable for police work (Murphy, 1972).
Assessment centre
Assessment centres gather a group of candidates and use a range of assessment techniques over a focused period (one or two days) with the aim of providing a more comprehensive and balanced view of the suitability of individual members of the group ((Armstrong, 2014). Assessment Center is an important tool in the selection process which is mainly in-depth interview session which is taken after initial stage of selection process; such as psychometric test, business games, case study, group discussion and in tray exercises which are designed to assess the competency areas that are essential to perform a job (Tripati, 2016).
Currently, assessment centres are used widely by different organizations and in various industries, such as manufacturing, service, banking and government (Spychalski, et al.,1997). Nearly 30% companies seek assessment centre services while moving an employee from executive position to managerial position and 20% companies use the centre’s services when seeking a position on senior management level or for top level management (Tripati, 2016).
List of referencing
Armstrong, M. and Taylor, S. Armstrong’s Handbook of Human Resource Management Practice. (2014) 13th Edition, London: Kogan Page, p.240).
Gusdorf, M., , MBA, SPHR, (2018) Recruitment and Selection: Hiring the Right Person A two-part learning module for undergraduate students, [online] Available at : https://www.shrm.org/certification/educators/Documents/Recruitment%20and%20Selection%20IM.pdf [Accessed 8 August 2022]
Hedricks, C. A., Rupayana, D. D., Fisher,
P. A., & Robie, C. (2019). Factors affecting compliance with reference
check requests. International Journal of Selection and Assessment,
27(2), 139-151.
Henry, O., & Temtime, Z. (2009). Recruitment
and selection practices in SMEs: Empirical evidence from a developing country
perspective. Advances in Management, 3(2),52-58.
Kumar .S & Gupta .A.K., (2014). A Study On Recruitment & Selection Process With Reference, Department of information and technology, Dronarcharya College of Engineering, Gurgaoon, India. [online] Available at https://www.researchgate.net/publication/268210664_A_Study_On_Recruitment_Selection_Process_With_Reference [Accessed 7 August 2022]
Kvale, S. (1996).
Interviews: An introduction to qualitative research interviewing. Thousand
Oaks, CA: Sage.
Mobideen,H,. Allahawiah, S., Alomari, K.M., (2019). The Impact of Human Resources Information Systems on Human Resources Selection and Recruitment Strategy: An applied study on Arab Potash Company in the Hashemite Kingdom of Jordan. International Journal of Advanced Trends in Computer Science and Engineering. Volume 8, No.5. [online] Available at https://www.researchgate.net/publication/337043977_The_Impact_of_Human_Resources_Information_Systems_on_Human_Resources_Selection_and_Recruitment_Strategy_An_applied_study_on_Arab_Potash_Company_in_the_Hashemite_Kingdom_of_Jordan [Accessed 7 August 2022]
Murphy,J.J., (1972). Current practice
in the cue of psychological testing by police agencies, U.S.A, Vol.63,
No.04 [online] Available at : Current
Practices in the Use of Psychological Testing by Police Agencies
(northwestern.edu)
[Accessed 8 August 2022]
Tripaty,R., (2016). Assessment Centres: Benefits and Shortcomings, International Journal of Emerging Research in Management &Technology, Volume-5, Issue-2 [online]. Available at https://www.researchgate.net/publication/303940100_Assessment_Centers_Benefits_and_Shortcomings [Accessed 8 August 2022]
This comment has been removed by the author.
ReplyDeleteThis comment has been removed by the author.
ReplyDeletee-interviews solves issues like traveling long distance , difficult to access, convenience, cost-effectiveness, storing information which can be easily and quickly accessible and ease the effects of the interviewer's presence(Masoud,2018).
ReplyDeleteOne-on-one interview cannot be replaced with any of the other interviews and it’s the best way of recruiting the high competence workers to any organizations. But with the situation after COVID-19 the E-interview has been the best solutions on recruiting and same way the E-recruiting is happening from old days where the employees been interviewed from other countries. (European Labour Authority, 2021) As an example, with the current situation in Sri Lanka the job agencies from middle east countries conduct frequently interview through online.
DeleteOrganizations have to give more concentrate on that the selection process ensures the probability of the selection of the right kind of candidates and it is a general fact that when the right candidate gets the right kind of job, then the organizational efficiency and productivity is bound to be enhanced. (Gamage, 2014)
ReplyDeleteFurther, in the views of Kaliannan (2018), the selection procedure is basically a firing process in which the employers try to find out the best types of candidates by gathering the different types of information about them so as to compare their suitability for the said job from amongst a large pool of eligible contestants.
In recruitment and selection, HR professional is having big responsibility to hire the best employee from the available talent pool also one needs to be conscious. In the present situation, “It is the biggest challenge for a HR manager to hunt for talent” (Thiruvenkatraj and Kumar, 2018). The traditional recruitment and selection methods or procedures should be changed and should move towards universities and fresh candidates would help in getting active and willing full employees (Kamran, 2015).
DeleteDifference between e-mail interviews and face-to-face or telephone interviews involves media richness, the ability of a communication medium to encourage interaction and feedback and to allow people to communicate with many kinds of cues, using multiple senses (Panteli, 2002; Robert & Dennis, 2005).Nevertheless, face-to-face interviews are then required to provide richer data than telephone interviews and telephone interviews are expected to provide richer data than e-mail interviews (Schneider et al., 2002)
ReplyDeleteAdvantages of telephone interviews include reduced cost and travel, ability to reach geographically dispersed respondents, ability to manage interviewers, and enhanced interviewer safety (Novick, 2008). Aquilino (1994) reported that levels of admission of matter abuse in face-to-face interviews were higher than in telephone interviews. Other authors said that the use of the telephone could weaken quality when reporting that telephones were substituted for face-to-face interviews only when necessary (Opdenakker, 2006).
DeleteIn the words of Dale Yoder, “Selection is the process by which candidates are divided into two
ReplyDeleteclasses-those who will be offered employment and those who will not?” When it comes to the cost-effective selection process it is the utmost important factor to select the most suitable candidate.
The process for selection should be systematic and does not leave any scope for confusions, doubts about the choice of the selected candidate (Mahek, 2019). It is important for HR professionals to recognize the implications and trade-offs involved in using different types of assessment methods and there is no simple, standard approach for selecting “one best” assessment method, because all of them have advantages and disadvantages (Pulakos, 2015).
Delete