5.6 Overview of Main Selection Method
By setting selection criteria ahead of time, the hiring team now has a clear picture of precisely which minimum qualifications they are looking for. We are ready to start the selection process to choose the most suitable candidates for job openings.
The three main selection methods are:
- Applicant screening
- Testing
- In-depth Interviews
Each of these selection methods is covered in detailed chapters in this textbook. A review is provided here. As stated earlier, this may not be the order in which all organizations conduct their selection process. Due to cost, some organizations prefer to do all or some testing after interviews.
Applicant screening
Job applications and/or resumes are reviewed to shortlist candidates by identifying those who meet the minimum qualifications. This step is essential as reducing the number of applicants speeds up the overall selection process and reduces costs.
Testing and Assessments
Testing is often used with interviewing, as interviewing can be subjective, and bias can influence the interviewer. Testing is much more objective and standardized. Some standard tests are cognitive ability, aptitude, personality, and physical ability tests. Work samples are also commonly used. A candidate would be requested to present a portfolio of their work or to complete tasks related to the job. For example, a candidate may be asked to do an oral presentation to assess his/her oral communication skills.
Interviews
It is important to use trained interviewers to increase the chances of selecting the right candidate. To ensure consistency and objectivity, it is best to use structured interviews. The candidates are asked a set of standardized, pre-determined questions based on a job analysis to assess their suitability, competency, and cultural fit.
