Selection methods (interviews, assessments, etc.)

Selection methods are techniques used by employers to identify the most suitable candidates for specific job roles from a pool of applicants.
These methods evaluate the skills, qualifications, aptitude, and suitability of the potential applicants for the advertised role.

Interviews: These may be one-on-one or panel-led, in-person or online, and they give organisations a chance to understand the candidates’ functional expertise, interpersonal skills, and motivation.
Assessment Centres: These involve multiple tasks or activities relevant to the job role that help observe the candidates’ abilities in a practical setting.
Aptitude Tests: These standardised tests measure a candidate’s logical reasoning, problem solving skills, and ability to learn new information.
Psychometric Tests: These assess a candidate’s personality traits, behaviour, attitudes, and emotional intelligence, often used to determine cultural fit within the workplace.
Work Samples and Simulations: Candidates are asked to perform tasks that mimic the job role, providing insights into their actual abilities in job-related situations.
Reference Checks: This involves contacting previous employers to gain insights into the candidates’ prior job performance, behaviour, and reliability.

The main objective is to ensure that the right candidate is chosen for the job, by comprehensively assessing candidates’ abilities against the job requirements.
By using a range of selection methods, organisations can gain a holistic view of the candidate’s abilities, competencies, and suitability for the role and for the company environment.

Organisations should carefully choose a mix of methods that best fit the job’s requirements and the company’s culture.
Clear communication around what each stage of selection involves will help candidates prepare better and reduce their anxiety.
Using standardised and objective assessment measures can help in reducing bias and ensuring fairness.
Feedback to candidates, particularly unsuccessful ones, is important to maintain a good employer brand and candidate experience.

Selecting the right candidate involves careful consideration of their skills, experience, motivation, and fit with the job role and organisation, assessed through a range of selection methods.
Objectivity and fairness are key principles in candidate selection to ensure legal compliance and equality of opportunity.
Feedback is an integral part of the selection process, not only helping unsuccessful candidates improve, but also contributing to the organisation’s reputation as an employer.