Personnel selection is a decision-making process which principal objective is to predict the future performance of potential employees. This process can be carried out through the use of different techniques, which may vary in their reliability as a predictor of performance at work and in their simplicity. Choosing the right method will help you recruit the best person for the job, so you should not underestimate it.
It is also important to take into account that the choice of personnel selection technique should be based on the job/function description, the specification of the person, 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.
This method continues being one of the most popular these days. The interview, besides providing information that allows us to predict the performance of the candidate, also provides an opportunity for the interviewer and the interviewee to meet face-to-face. The most common type of interview for personnel selection is the structured interview, which is developed through the identification of job requirements and a list of questions for the candidates; and, at the end of the interview, the human resources department consider the results of each of the candidates and choose the best one in an objective manner.
These tests provide a profile of personality characteristics and behavioral patterns of the candidates, as well as other indicators. Adding psychometrics tests to our selection processes allows us to have a clearer idea of their suitability for the position.
Psychometric tests are useful for analyzing the personal attributes, values and life skills of a candidate, allowing recruiters to evaluate the possibilities of achieving a good performance in the position and the possible contribution of the candidate 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 tools to become an effective manager.
Although the personality of the candidate may affect his or her suitability for some positions, there is no “right” or “wrong” answer in a personality test, and the candidates are filtered through the identification of particular behaviors that are more suitable for the job than others. Thus, 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 allow us to determine the skills required for a particular job, such as evaluating the candidates’ business skills or ability to program. They can also be used to measure more general skills, 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 handle a specific skill in a resume, but do not master it at all, or to filter out candidates who do not have the skills required for a position. Today, these tests can be done online, with tools such as Evalart, and they can also 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.
Like the interview method, the use of this traditional tool continues being a popular selection method today. This is due to the influence they have on personnel selection decisions.
The origin of this technique dates back to World War II, where the United States’ Office of Strategic Services used it to select officers. The process is based on the principle of many selection techniques, so it can include tests of ability and aptitude, group exercises, role-playing, presentations, among others. The important thing here is to ensure that there is clarity about what is to be evaluated and to do it in a proper way.
In conclusion, personnel selection can vary from a very simple process to a very complicated process. Regardless of the method used, it is important to ensure that candidates know beforehand what to expect from the selection process. For example, the type of evaluation the company will conduct and the time it will take. It is also important to evaluate the success of the selection method to ensure its effectiveness.