Loading presentation...

Present Remotely

Send the link below via email or IM


Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.


Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Personnel selection and assessment methods: what works?

No description

Alfiya Mussina

on 25 February 2014

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Personnel selection and assessment methods: what works?

Unstructured Interview

Situational Interview

Behavior Description Interviews

Comprehensive Structured Interviews

Structured Behavioral Interview

Oral Interview Boards
Personnel selection and assessment methods: what works?
A brief history of personnel selection
Development & Research
In the United States of America, members of the Society for Industrial and Organizational Psychology (SIOP) conduct much of the research on selection.
Primary research topics include:
the practicality, reliability, validity, and utility of various forms of selection measures
methods for demonstrating return on investment for selection systems
assessing fairness and making selection systems as fair as possible
legal issues—such as disparate treatment and disparate impact—and overall compliance with laws
the generalizability of validity across different work contexts
alternative methods of demonstrating validity, such as synthetic validity[3]
the predictive validity of non-traditional measures, such as personality
What is the personnel selection?
Personnel selection
is the process used to hire (or, less commonly, promote) individuals. The most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization.
As a scientific and scholarly field, personnel selection owes much to psychometric theory and the art of integrating selection systems falls to human resource professionals.
Two major factors determine the quality of newly hired employees
Selection into organizations has as ancient a history as organizations themselves. Chinese civil servant exams, established in AD 605, may be the first documented "modern" selection tests, and have influenced subsequent examination systems.
How well do selection methods work?
The most important criteria:
Adverse impact
Applicant reaction

the extent to which the assessment method is useful for predicting subse- quent job performance
Adverse impact
the extent to which protected group members (e.g., minorities, females and individuals over 40) score lower on the assessment than majority group members
Factors Leading to Positive Applicant Reactions:

Use of assessment methods that are perceived as relevant to the job.

An opportunity to perform and demonstrate job-relevant capabilities.

Assessment procedures that are administered consistently and fairly.

Feedback provided to applicants on their performance.
The methods of a personnel selection
A selection procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries.
Types of interviews
Advantages vs. Disadvantages
used to appraise candidates' verbal fluency

can assess the applicant's job knowledge

can be used for selection among equally qualified applicants

allows the applicant to ask questions that may reveal additional information useful for making a selection decision

the interview may be modified as needed to gather important information
subjective evaluations are made

decisions tend to be made within the first few minutes

interviewers form stereotypes concerning the characteristics required for success on the job

not much evidence of validity of the selection procedure

not as reliable as tests
Psychometric Testing
Psychometric tests aim to measure attributes like intelligence, aptitude and personality.
A psychometric test must be:




Non Discriminatory
Assessment centers normally form the final part of the selection process
Tasks may include a range of activities
Work Samples and Simulations
Focus on measuring specific job skills or job knowledge
installing a telephone line
creating a document in Word
tuning an engine
Integrity Tests
assess attitudes and experiences related to a persons honesty, dependability, trustworthiness, reliability
are used to identify individuals who are likely to engage in inappropriate, dishonest, and antisocial behavior at work
Biographical Data
typically uses questions about education, training, work experience, and interests to predict success on the job
Such areas as leadership, teamwork skills, specific job knowledge and specific skills , interpersonal skills, extraversion, creativity
Use of technology in selection & recruitment
The most effective and popular online recruitment methods are:
Talent Management Systems
Advertising on the company’s site
Job Boards
Social media websites
Technology & selection methods
Applications Database
Online testing and assessment
Aptitude tests
Personality tests
Internet Interviews
Reference checks
Assessment centers
Advantage & Disadvantages of
E- Recruitment & Selection
a virtually unlimited number of job seekers
Reduced Advertising costs
a wider talent market for companies to choose from
24/7 access to resumes
millions of résumés
Loss of human interaction
discrimination against non internet users
some legal issues with e-recruitment and selection
Summary and Conclusions
The objective of personnel selection is to identify competent candidates who fit the job and organization. If the right person—job fit is not made, the chosen candidate’s performance may be less than satisfactory, and both the employee and the organization
will suffer.
Thank you for attention!
Full transcript