Selection - Week 17 & 18

Different Selection Methods Used in Recruitment:

The main aim of the selection process is to choose the best person for the job. Employers use different selection methods to recruit new employees:

• Personality Tests also known as psychometric testing
• Interviews
• Assessment Centres
• Telephone Screening
• Graphology
• Role plays
• Work Simulations – realistic job preview
• References
• Short listing from information on CV’s and application forms

Personality Tests

These tests are normally carried out at Assessment Centres and used to measure the personality characteristics of applicants that are related to future job performance. They are carried out in the early stages of the selection process. Personality tests measure one or more of five personality dimensions: Extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. Hook & Krauss (1971) administered 3 tests to sergeant candidates: the Minnesota Multiphasic Personality Inventory, The Allport-Vemon-Lindzey Study of Values, and the Gough Adjective Check List. However, these tests did not differentiate candidates rated as good sergeant material from those rated as poorer candidates. The researcher’s conclusion was that the groups may have been so similar that these tests were not sensitive enough to differentiate them. In addition, litigation has suggested that some items for these types of tests may be too intrusive.Soroka v. Dayton Hudson, (1991).

The advantages of personality tests:

1) Can result in low turnover if applicants are chosen for traits that correlate highly with employees who have been with the organisation for a long time.

2) Can reveal more information about the abilities and interests of the applicant.

3) Can identify interpersonal traits that may be required for certain jobs.

The Disadvantages of personality tests:

1) Applicant’s training & experience may have a greater impact on job performance than the applicant’s personality.

2) There would be lack of diversity amongst the applicants if they were all selected because of the same personality traits.

3) As there is not a correct answer to personality tests, the scoring procedure could be questioned.

Interviews

The interview selection procedure is designed to predict future job performance and is based on the applicant’s verbal response to verbal enquiries. Interviews are generally carried out the final stage of the selection process, after a candidate has been through various tests at an assessment centre. There are different types of interviews used in recruitment:

• Unstructured – when different questions are asked of different applicants.

• Situational interview – applicants are interviewed about what action they would take in various job related situations and then scored using a scoring guide constructed by job experts.

• Behaviour Description Interviews – applicants are asked what actions they have taken in previous job situations that are similar to situations they may come across in the new job. The interview is then scored using a scoring guide constructed by job experts.

• Comprehensive Structured Interviews – applicants are asked questions relating to how they would handle job situations, job knowledge, and how the applicant would perform in various job situations.

• Structured Behavioural Interviews – this involves asking all applicants standardised questions about how they handled previous job situations that were similar to what they may come across in their new job. The applicant’s responses are then scored using behaviour rating scales.

• Oral Interview Boards – this involves the applicant giving verbal responses to job related questions asked by a panel of interviewers. The members of the panel then each rate the applicant on dimensions such as work history, motivation, creative thinking and presentation.

The advantages of interviews are:

1) Interviewer can obtain additional information.

2) Determines if the applicant has the communication or social skills which may be necessary for the job.

3) Allows the applicant to ask questions that may reveal additional information useful for making a selection decision.

The disadvantages of interviews are:

1) Not as reliable as tests.

2) Interviewer can form stereotypes of the characteristics needed.

3) Applicants can be discriminated against because of their ethnic background.

Role Plays

Role playing is an assessment centre exercise where the applicant takes on the role of the job being applied for and has to deal with another person in a job related situation. A trained role player is used and he/she responds “in character” to the actions of the applicant. The applicant’s performance is then observed by the interviewers and rated. Role plays are usually carried out in the early stages of the selection process. Two of the most common exercises used in role plays are:

• In – Basket - The applicant is given time to review material and initiate in writing whatever action they believe to be most appropriate in relation to each in-basket item. At the end of the exercise the in-basket material and any notes, letters, correspondence written by the applicant is collected and then reviewed by one or more assessors. The in-basket exercise may be thought of as an approach which assesses an applicant’s “practical thinking” ability (Scribner, 1986:1984), as it involves the applicant solving job relevant tasks.

• Group exercises - Candidates are given a topic or a role-play exercise and are invited to discuss the topic or role-play in a group. During the discussion/role play, observers who are looking for specific attributes award marks to each candidate.

The Advantages of role plays:

1) Provides opportunity for applicant to assume the job role and the applicant can display skills they possess.

2) Helps to identify applicants with qualities such as leadership skills.

3) Helps to show communication and social skills.

The Disadvantages of role plays:

1) This technique is not appropriate for larger groups.

2) Some applicants may be too self-conscious and therefore can be disadvantaged as they may not be able to show their true potential.

3) Four or more applicants needed to make this a worthwhile exercise and enough people to mark the applicants properly.

Interview I have taken part in

This interview was job related when I applied to work part time for Burtons. The interview was effective because it was a two way process during which I was able to ask questions as well as give answers to questions that the interviewer asked me. The interview was face to face and I did not feel under stress because there was no personality test involved and no role plays which can put extra pressure on a person.

Interview involving family member

I interviewed my mum to see if she felt personality tests that are used in selection have advantages. My mum did not think these tests would show a person's true ability because the response to answers in these tests can be what can be what the interviewer wants to hear, instead of what is actually the person's real ability. She felt these tests can put pressure on people.

Organisation I am familar with

I work for the Arcadia Group (Burtons) who undertake selection through the following:

1) Online application form
2) Culture Questionnaire
3) Ability Test
4) Telephone Interview
5) Assessment Centre (one day)

This selection process is similiar to many other companies way of selecting new staff. There is no more that could be done to improve this selection process. Although some people may find some of these tests stressful, they will give a fairly good indication of someone's ability.

Conclusion

In conclusion companies use different methods and ways to recruit staff. This has changed over the years, but most companies work on a similar basis and this is the way forward for most people looking for a job today.

Reference list:

Interviews and Beyond [online]. Available from: http://www.graduatecareers.com.au/content/view/full/125 [Accessed on 25 April 2010].

Selection Methods [online]. Available from: http://www.grb.uk.com/selection-methods.0.html [Accessed on 25 April 2010].

Recruitment and Selection [online]. Available from: http://www.hr.unimelb.edu.au/advicesupport/recruitment/shortlisting [Accessed on 25 April 2010].

Personnel Selection [online]. Available from: http://www.hr-guide.com/data/G318.htm [Accessed on 25 April 2010].

Interview [online]. Available from: http://www.hrmguide.co.uk/hrm/chap8/ch8-links4.htm [Accessed on 25 April 2010].