Selection Methods
0 likes294 views
There are several options for selecting the best job candidate beyond just interviews, including practical tests, psychometric tests, assessment centers, and biographical data. Any tests used should be relevant to the job and well-designed to avoid potential discrimination. Assessment centers involve individual and group exercises over multiple days, while biographical data uses a multiple choice questionnaire. Employers must consider legal compliance and costs versus benefits of organizing tests.
Selection Methods
- 1. Selection Methods By Aimee www.mrmcgowan.blogspot.com
- 2. As well as interviewing, there are other ways to select the best candidate. Options include: practical tests psychometric tests assessment centres bio data
- 3. Tests can be done before or at the time of the interview, but should not be used as the sole method of candidate selection. Keep in mind that such tests could also be unlawful if they discriminate against candidates of a particular race, sex or age or who have a disability. You should use such tests only if they are: relevant to the job well designed When thinking about using any kind of test, you should also weigh up the benefits against the costs of organising them.
- 4. Practical tests These test ability and are usually done for: manual jobs - trade skills secretarial jobs - word processing skills those working in call-centres or in telesales - telephone skills
- 5. Psychometric tests Psychometric tests can be useful when choosing a candidate from a group of people who do not have easily comparable skills or experience. They are more likely to be used when a manager is being sought. Psychometric tests can be used to measure intelligence, personality or aptitude for specific tasks , such as: reasoning/problem solving decision making interpersonal skills confidence
- 6. Assessment centres These are generally used by large organisations, particularly when making senior appointments. Individual and group exercises take place, sometimes over a few days, often including an interview, psychometric tests, group discussions and tasks, written exercises and presentations. They can be expensive and time-consuming.
- 7. Bio data This test takes the form of a multiple-choice biographical questionnaire and is more likely to be used by large organisations. Take care not to breach data protection or discrimination laws. See our guides on how to prevent discrimination and value diversity and comply with data protection.