Personnel Selection Techniques

Personnel selection is a decision-making process whose main objective is to predict the future performance of potential employees. This process can be carried out through the use of different techniques, which vary in their reliability as a predictor of job performance and in their ease of use. Choosing the right one will help you recruit the best person for the job, so it should not be underestimated.

It is also important to take into account that the choice of personnel selection technique should be based on the job/function description, the person specification, and the skills, experience, and aptitudes the company is looking for. In this article, we explain 5 of the most common options today, with links to articles that address each topic in more detail.

Interview

This method remains one of the most popular today because, besides providing information that allows us to predict the candidate's performance, it also gives the interviewer and the interviewee the opportunity to meet face-to-face and exchange information. The most common type of interview in personnel selection today is the structured interview, whose process is developed by identifying the job requirements and then drawing up a list of questions to be asked of the candidates. At the end of the interview, the results of each candidate are considered and the best one is chosen in an objective manner.

Psychometric tests

These tests are designed to provide a profile of a candidate's personality characteristics and behavioral patterns, as well as other indicators, helping us have a clearer idea of their suitability for the position.

These tests are used to analyze a candidate's personal attributes, values, and life skills, allowing us to evaluate the likelihood of good performance in the position and the candidate's possible contribution to the company. For example, a candidate who is not comfortable talking to strangers may not do well in a sales position; or a person who hates conflict at all costs may have a hard time developing the tools to become an effective manager who can resolve conflicts in their department.

Although a candidate's personality may affect their suitability for some positions, there is no "right" or "wrong" answer in a personality test, and candidates are filtered by identifying particular behaviors that are more suitable for the job than others. Therefore, it is necessary to be clear about the characteristics needed to perform well in the job. See also: Types of Psychometric Tests.

Aptitude and skills tests

These tests make it possible to determine the skills required for a particular position, such as evaluating a person's ability to sell (sales skills) or a developer's ability to program. They can also be used to measure more general aptitudes, such as verbal or numerical ability or even general intelligence. See also: How to use intelligence tests in a selection process.

It is a quick way to discard prospects who claim to have a specific skill on a resume but do not really master it, or to filter out candidates who do not have the aptitudes required for a position. Today, these tests can be done online, with tools such as Evalart; and they can cover different fields such as general intelligence, verbal ability, numerical ability, as well as specific tests related to a skill required for a particular profession.

References

Like interviews, the use of references remains a valid selection method today; this is because references can sometimes critically influence candidate selection decisions.

Assessment center

The origin of this technique dates back to World War II, when it was used to select officers. The process is based on the principle of multiple selection techniques, so it can include ability and aptitude tests, group exercises, role-playing, presentations, among others. The important thing is to ensure that there is clarity about what is going to be evaluated and to do it properly.

In conclusion, personnel selection can range from a very simple process to a very complicated one, depending on the company's hiring needs and the position. Regardless of the method used, it is important to make sure candidates know beforehand what to expect from the selection process, for example, the type of evaluation they will take and how long it will take; it is also important to evaluate the success of the selection method to ensure its effectiveness.