Which of the following personnel selection methods are considered to be the least applicable?

Work Sample Tests: Designed to have high content validity through a close relationship with the job.

Work Sample tests are based on the premise that the best predictor of future behavior is observed behavior under similar situations. These tests require the examinee to perform tasks that are similar to those that are performed on the job.

Tips

High Content Validity The test should be constructed with the intent of developing a highly content valid test. The content validity is build into the test.

Equipment If specific equipment is used by incumbents on the job, try to incorporate all or some of that equipment on the test. Of couse, the safety of the applicant should take precedence over use of dangerous or unfamiliar tools or machines.

Types of Work Sample Tests

1. Work-Sample Tests of Trainability These are tests through a period of instruction when the applicant is expected to learn tasks involved in a work sample. The work-sample tests of trainability are suitable for untrained applicants with no previous job experience. The predictive validity of this technique is low relative to other techniques and there is evidence the validity of the instrument may attenuate over time.
2. Simulation of an Event These tests present the candidate with a picture of an incident along with quotations from those involved. The candidates then respond to a series of questions in which they write down the decisions they would make. The test is scored by subject matter experts.
3. Low Fidelity Simulations These tests present applicants with descriptions of work situations and five alternative responses for each situation. Applicants choose the responses they would most likely and least likely make in each situation.
4. Work-samples Applicants perform observable, job-related behaviors as predictors of criterion performance. It is not feasible to adapt certain work behaviors for testing. Work samples often are not conducive to group administration and, therefore, were dropped from consideration because of concerns regarding test security.

Validating Work Sample Tests

1. Content Validity The most direct relationship between the test and job would be shown through content validation. The tasks and duties performed on the test would be compared to the tasks and duties performed on the job. The test should encompass significant (in quantity or in importance) tasks/duties of the job.
2. Criterion Validity To measure this validity, you must first determine what criteria will be used. Two common forms of criteria are:
   • Supervisory ratings of the incumbent's job performance. The disadvantage of using supervisory ratings as criteria is that they typically lack sufficient reliability to be used for statistical analysis. The reliability of these measures is attenuated by rater errors such as 'halo' or 'leniency'. These ratings alto tend to lack the variability necessary to show a correlation between predictor and criterion.
   • Production measures such as quantity or quality of work. Production measures are not available for some jobs.
   The predictor measures used with work sample tests include:
   • Number of work samples completed (using a time limit)
   • Time to complete work samples (using a limit on the number of work samples to be completed on the test)
   • Number and type of errors

1. Career development
2. 17 Effective Employee Selection Methods To Consider

By Indeed Editorial Team

Published August 11, 2021

Employee selection methods can help a hiring team create a robust recruitment process and find more high-quality candidates. A company can use a series of different methods during the same process to learn critical information about a candidate's experiences and qualifications. By learning about these methods, you can find an option that suits your preferences and addresses your company's hiring needs. In this article, we define what employee selection methods are and list 17 distinct methods to consider.

What are employee selection methods?

Employee selection methods are criteria for choosing an optimal candidate for a particular job position. They involve reviewing an individual's capabilities, education, experiences and personality to determine if they can perform key tasks and align with a company's overall culture. There are several categories of employee selection methods, including tests or examinations, interviews and background research. Hiring teams often use them to identify top candidates from a larger list and see how they approach different work situations.

Related: How To Create an Employee Selection and Top Employee Selection Methods

17 employee selection methods

Here is a list of 17 employee selection methods:

1. Resume sorting process

In this method, a recruiter chooses top candidates from resumes and other application materials sent through online job boards and portals. They typically use a set of guidelines that show attributes a company prefers top candidates to have, including relevant work experiences, skill sets and past training. To streamline the process while maintaining high standards, a recruiter might search for keywords that match the corresponding job description, as this shows a candidate's dedication to the process. They may also use an artificial intelligence program that detects high-quality resumes using a company's guidelines.

Related: What Is Resume Parsing?

2. Introductory screening

A recruiter might use this method to identify candidates from a previously curated shortlist. It typically involves sending these candidates a series of questions by email that further assess their qualifications and professionalism. Afterward, a recruiter might send their top 10 selections to a hiring manager for a longer interview process. Some recruiters prefer to schedule a phone call with a candidate to gain direct knowledge about their communication skills and see if they can provide high-quality answers to unfamiliar questions.

3. Assignment test

This selection method involves administering a test prompt that resembles a similar work assignment that a candidate might receive in a company. Recruiters often send the prompt through email to candidates from a shortlist. It can provide more information about a candidate's practical skills for a job position, including how they manage their time to meet a deadline efficiently. For example, a hiring manager may require a copywriter to submit a writing sample using a company's internal style guide or require a software engineer to prepare some lines of code for the organization's website.

4. Cognitive strengths test

Some employers include a cognitive strengths examination to assess a candidate's ability to process new information, problem-solve and make connections between different facts. Depending on the industry and job position, they may involve mathematics or verbal reasoning tests. These exams can provide a numerical figure to represent a person's capacity to perform key job functions that involve critical thinking skills. When using this method, it's important for a hiring manager to stay aware of external influences on a person's score and adhere to laws that protect the rights of certain groups, including individuals with neurological differences.

Related: Skill Assessment Tests: Definition and Examples

5. Candidate references

Candidate references are insights from a previous employer or colleague that can reveal their work conduct and overall capabilities. A hiring manager might ask for references in the preliminary round of a hiring process to learn more background knowledge before meeting them or toward the end to verify what they learned. When talking to a previous employer, they often discuss a candidate's job responsibilities and attributes to assess their ability to perform in a new position. If a hiring manager talks to a colleague, they typically learn more about their characteristics and ability to perform in a team environment.

6. In-person interview

After narrowing down a list of applications to about three or four top candidates, hiring managers often bring each individual to the office for a formal interview. Some hiring managers plan a structured interview process, meaning they might plan questions and scoring metrics beforehand, while others prefer to ask questions in response to information a candidate shares. They can also benefit from conducting an inquiry alongside other people in a company who contribute to a final hiring decision, such as a human resources specialist or a candidate's potential team members.

Related: 10 Strategies for Conducting Employee Interviews

7. Personality assessment

This selection method involves measuring a person's characteristics to see if they align with the requirements of a particular job position or a company's work environment. These tests can offer information about a candidate's work conduct, particularly how they might perceive customers or team members. Hiring managers often provide statements that indicate a certain behavior or value a person might embody during work, then allow a candidate to state whether they relate to that thought process. For example, a statement might say, "Customer service typically requires a cheerful demeanor," while its potential answers are "true" or "false."

8. Job knowledge evaluations

A hiring manager may use this method to determine if a candidate has enough critical knowledge to perform certain job responsibilities. It's often helpful to administer this test if a candidate must know certain information prior to training or onboarding on the first day of work. It can also verify a candidate's education or certification history listed on their resume or cover letter. For example, a construction position may require candidates to know information about associated procedures and building equipment.

9. Situational judgment test

A situational judgment test (SJT) is a behavioral examination that shows work scenarios to a candidate, followed by a series of multiple-choice answers to indicate how they might respond. This method can allow a hiring manager to better understand how a candidate might react to everyday situations, particularly conflicts or high-energy events. A hiring process for a managerial position may especially benefit from implementing this test, as they require certain decision-making skills and interpersonal aptitudes. Some health care organizations use SJTs to assess how a medical professional might respond to a patient's needs.

10. Biographical information

This method involves asking a candidate about their personal history, characteristics, hobbies and interests. A hiring manager can use this information to learn more critical information about how a candidate might perform the day-to-day tasks for a job position. For example, if a person describes an affinity for playing tabletop games over the week, a hiring manager may determine they appreciate collaboration and teamwork. This method may be especially helpful for determining whether a candidate's value system aligns with a company's culture or if they can add a positive element that may improve it in the future.

11. Group interview process

In this method, a hiring manager can ask multiple candidates questions at the same time or assign them a short-term project to complete together. They may prefer this method over individual interviews if the job position is in a high-energy work industry like food service, as it can streamline the process. During the interview stage, a hiring manager might ask one candidate about another to determine if they're engaged in the conversation. Group interviews can also allow a hiring manager to learn how different candidates work together, which can help them arrange an effective new team.

12. Internships or apprenticeships

An internship or apprenticeship can serve as an opportunity to have candidates undergo a trial period before they become full or part-time employees. Using this method, a company can also train an intern or apprentice according to company practices and policies to increase their opportunity of gaining a new employee who can perform the required tasks of a job position. It can also give a hiring manager a chance to observe how an intern or apprentice accomplishes their responsibilities and relates to coworkers, which can help them determine if an individual might be a positive addition to a company.

13. Integrity assessment

Integrity assessments are an examination process that can measure a candidate's value system and ethical standards. Hiring managers can use this method to determine a candidate's capacity to uphold company policies, especially if they involve legal procedures. Integrity assessments may help prevent conflicts between personnel or customer conflicts in the future, as it establishes a baseline for acceptable actions and behavior. Some states restrict this examination, so it's important to review state law before implementing it into a hiring process.

Related: A Recruiter's Guide To Screening Tests for Jobs

14. Work simulation

This method involves providing a candidate a work assignment they might encounter on a day-to-day basis to measure how they perform. A hiring process for managerial positions may benefit from this method, as supervisors often evaluate new situations and determine the most effective strategies for addressing them. For instance, a hiring team may give a candidate a report to finish to learn more about their daily correspondence capabilities. They may also give candidates critical facts about a situation, then instruct them to prepare an oral presentation about it for a simulated work meeting.

15. Physical assessment

Hiring managers may implement a physical ability assessment for careers that require manual labor, like police officers, firefighters or construction staff. They often involve completing a series of tasks that a candidate might encounter in a job position, such as climbing up a ladder or carrying a heavy object. Hiring managers typically score these assessments based on a candidate's capacity to accomplish them successfully. It's important for companies to adhere to state and federal laws regarding workplace accommodations when using this examination.

16. Background checks

A background check is an automatic process to verify certain information about a candidate. Hiring managers can use this method to review whether facts presented in their resume and cover letter aligns with an external resource, like confirming they attended institutions or gained certifications they listed. Depending on the needs of a company, it can also involve researching a candidate's driving record, credit report and past employment history. Companies typically conduct background checks in the last rounds of a hiring process and often disclose this plan to candidates before they begin.

17. Internal processes and referrals

This method involves reviewing candidates that a company has already vetted beforehand, like individuals who applied for another position, current employees or referrals from staff members. Hiring managers often use this method to streamline the hiring process, as they can spend more time evaluating a few top candidates instead of looking for new options. It can help them find more suitable candidates, as a company already has knowledge of their skill sets and other capabilities. It can also allow a company to promote employees to a higher job level, which can increase its ability to retain employees overall.