Selection methods (interviews, assessments, etc.)

Selection methods (interviews, assessments, etc.)

Definition of Selection Methods

  • 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.

Different Types of Selection Methods

  • 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 Purpose of Selection Methods

  • 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.

Implementing Effective Selection Strategies

  • 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.

Key Points to Remember

  • 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.