Employee Selection Methods: Reliability, Validity, and Strategies
Employee Selection Methods
Evaluating Selection Methods
To determine the effectiveness of a selection method, consider the following key concepts:
- Reliability: The consistency and stability of the selection method’s results.
- Validity: The accuracy of the selection method in measuring the desired attributes.
- Utility: The practical value and cost-effectiveness of the selection method.
- Legality: Ensuring the selection method complies with all applicable laws and regulations.
- Fairness: Equal treatment of all applicants, free from bias and discrimination.
- Acceptability: The perceived fairness and appropriateness of the selection method by applicants.
Example: Role-playing exercises can be a valuable selection tool, but it’s crucial to consider potential misunderstandings and ensure the exercise accurately assesses the desired abilities. Acceptability is key, as the participant’s reaction and perception of fairness are paramount.
Commonly Used Selection Methods
Here are three common selection methods, along with their strengths and weaknesses:
1. Testing
Tests measure knowledge, skills, and abilities. Various types of tests exist, including:
- Cognitive Ability Testing: Measures learning, understanding, and problem-solving skills.
- Personality Testing: Assesses patterns of thought, emotion, and behavior.
- Physical Ability Testing: Evaluates muscular strength, cardiovascular endurance, and coordination.
- Integrity Testing: Predicts the likelihood of dishonest or illegal behavior.
- Work Sample Testing: Measures performance on specific job tasks, such as keyboarding or role-playing.
2. Information Gathering
Common methods include:
- Application Forms and Resumes: Collect basic information about education, work experience, and skills.
- Biographical Data: Explores past experiences that have shaped an applicant’s behavior and identity.
- Reference Checking: Involves contacting previous employers to gather information about an applicant’s performance and character. However, this method can be susceptible to issues like defamation of character and negligent hiring.
3. Interviewing
The most frequently used selection method, interviewing allows for direct interaction and assessment of an applicant’s qualifications and fit.
- Structured Interviews: Use a predetermined list of questions, ensuring consistency and fairness.
- Situational Interview: Asks hypothetical questions to assess how an applicant would handle specific scenarios.
- Behavioral Interview: Focuses on past experiences and behaviors to predict future performance.
- Unstructured Interviews: Employ open-ended questions, allowing for a more flexible and conversational approach.
Making Selection Decisions
Several methods can be used to combine scores from different selection methods and arrive at a final decision:
- Predictor Weighting: Assigns different weights to each selection method based on its importance.
- Minimum Cutoffs Approach: Requires applicants to achieve a minimum score on each selection method.
- Multiple Hurdle Approach: Applicants must pass each selection method sequentially before moving on to the next.
- Banding Approach: Groups similar scores together, recognizing that small score differences may not be statistically significant.
Linking Selection Methods to HR Strategies
Different HR strategies require different approaches to employee selection:
- Bargain Laborer HR: Prioritizes cost-efficiency and focuses on basic skills and qualifications.
- Free Agent HR Strategy: Emphasizes specialized skills and knowledge, often for short-term projects.
- Loyal Soldier HR: Values long-term commitment and cultural fit, prioritizing personality and values alignment.
- Committed Expert HR Strategy: Seeks individuals with both technical expertise and strong organizational fit, requiring a more comprehensive and rigorous selection process.
The complexity and cost of the selection process should align with the specific needs and goals of the organization’s HR strategy.