1. HRM – UNIT 10 Elspeth Woods 9 May 2013
Selection methods

2. Aims and Objectives
To consider the process of selection in organisations
By the end of the session
Students will be able to describe the process of selection
Students will be able to evaluate the interview as a selection method
Students will have planned the selection process required for assignment and produced the job/person specification; advertisement and have agreed and designed the method of application.

3. Selection Methods Interview Selection Tests Assessment Centres
Combination of all things
Application Forms
CVs etc
Think about the benefits and limitations of all these methods when evaluating each

4. Interviews Purpose: Nature of Interview
Obtain and assess information to enable a valid prediction of future performance from candidates to ensure the most likely" best fit” is recruited
Nature of Interview
Processing and evaluating evidence of capability
Direct correlation to person specification
Conversation with a purpose

5. Arrangements Individual/group/panel/selection board/assessment centre
Environment:- waiting area – quiet and comfortable/ interview area private/comfortable/conducive to effective interview – No Distractions
Candidates should have sufficient information about time, date, place, what they need to bring

6. Interview itself Professional Interviewers well briefed and organised
Information about company/terms/background to vacancy
Questions open; relevant; probing; challenging
Record of interview – comprehensive; accurate; SAFE – you must be able to justify your selection decision with clear evidence supporting that decision
Candidates need to know when and how they will hear the outcome

7. Selection Criteria

8. Types of tests
Intelligence: Measures a range of mental abilities that enable a person to succeed at a variety of intellectual tasks using the faculties of abstract thinking and reasoning.
● Ability: Tests what people are capable of knowing or doing.
● Personality: A test that attempts to assess the personality of candidates in order to make predictions about their likely behaviour in a role.
● Aptitude: Job-specific test that is designed to predict the potential an individual has to perform tasks within a job.

9. Characteristics of a good test
● It is a sensitive measuring instrument. ● It has been standardized on a representative and sizeable sample of the population for which it is intended. ● It is reliable in the sense that it always measures the same thing. ● It is valid in the sense that it measures the characteristic the test is intend

10. Test validity The five types of validity are:
1. Predictive validity – the extent to which the test correctly predicts future behaviour.
2. Concurrent validity – the extent to which a test score differentiates individuals in relation to a criterion or standard of performance external to the test.
3. Content validity – the extent to which the test is clearly related to the characteristics of the job or role for which it is being used as a measuring instrument.
4. Face validity – the extent to which the test ‘looks’ or ‘feels’ right in the sense that it is measuring what it is supposed to measure.
5. Construct validity – the extent to which the test measures a particular construct or characteristic.

11. Interpreting test results
Test results can be interpreted by the use of norms or through criterion scores.
Choosing tests
It is essential to choose tests that meet the four criteria of sensitivity, standardization, reliability and validity.
Using tests in a selection procedure
● While validated intelligence and personality tests can produce useful data, they should not be relied on entirely.
● It is best to combine them in a selection procedure with structured interviews.