Sophisticated Selection Techniques
Sophisticated selection techniques will benefit the organization in many ways (Hausknecht, Day and Thomas, 2004). Validated selection techniques are enabled organization to acquire the competent people for vacant positions. Most of the small companies are using traditional selection methods of referencing and unstructured interviews rather using more sophisticated selection techniques like Work sample tests, Cognitive ability test, other intellectual tests, and assessment centres (Wyatt et al., 2010). Simple interview may not provide the best overview about the candidate.
Work
Sample Tests
Work
sample testing is an approach or procedure which assess individuals for current
or future job requirements by giving them to perform job related task under same
condition required in Job (Callinam and Robertson, 2000). As per
Ployhart, Schneider and Schmitt (2006) it is a test which applicants should
perform selected set of actual tasks physically and/or psychologically similar
to those performed on the job. Callinam and Robertson (2000) identified five distinctive types of
work sample tests ranged from hands-on performance tests of job-related tasks
to written tests of job-related knowledge. Similarities and differences of each
work sample test can be compared through few dimensions which are bandwidth,
fidelity, specificity of task, necessary experience, type of task and mode of
presentation and response.
Work sample tests are developed based on job oriented or task-based job analysis which are focusing on critical tasks to be performed by candidate (Pulakos, 2005). As per Pulakos (2005) work sample test need to be done when the candidate expected to know how to perform the job prior to the job entry. There are few positive aspects as well as limitation to the work sample test as a selection technique. Work sample test provide a realistic job overview (Schmidt and Hunter, 1998 cited in Wyatt et al., 2010). This has a less adverse impact on minority groups (Callinam and Robertson, 2000). Work sample testing is costly to develop and administer compared to other selection techniques (Pulakos, 2005). Job experts and test development experts need to involve from the design to evaluation stage. Equipment and facilities need to be set up as per the actual context of the job.
Assessment Centers
Assessment
centers are comprehensive and flexible procedure to observe candidate’s
performance over a work-related activity by multiple trained assessors (Thornton, 2015). It covers the essential
features of Job analysis, multiple trained assessors who observed performance
of candidates, multiple job activities and systematic process to observe the
performance.
Cognitive Ability Test
I
am working in a leading Logistics company in Sri Lanka where the company
practice the combination of traditional selection methods and sophisticated selection
methods in the selection process. Work sample test are used to select the
employees for specific jobs which need technical skills from the beginning
itself to perform the job. Drivers need to do a test drive under the
supervision of experienced head drivers. Similarly, the mechanical staff will
be given a work sample test under the supervision of maintenance consultant. Positions
like project based operational in charge are running through a cognitive
ability test to explore the competency level they have to perform tasks under
complex working environment. Typical one to one interviews are carried out to
hire individuals for basic functional level job requirements like HR assistant,
Finance assistant but that limits the level of understanding on the skill level
of the candidate.
List of References
Callinan, M. and Robertson, I.T., 2000. Work
sample testing. International Journal of Selection and Assessment, 8(4),
pp.248-260.
Hausknecht,
J.P., Day, D.V., & Thomas, S.C. (2004). Applicant reactions to selection
procedures: An updated model and meta-analysis. Personnel Psychology, 57,
639-683.
Ones, D.S., Dilchert, S., Viswesvaran, C. and
Salgado, J.F., 2010. Cognitive abilities.
Ployhart, R.E., Schneider, B. and Schmitt, N.,
2006. Staffing organizations: Contemporary practice and Research. Mahwah,
NJ: Lawrence Erlbaum Associates.
Pulakos,
E.D., (2005), Selection Assessment Methods. 1st edition.
United States of America; SHRM Foundation.
Thornton, G.C., 2015. Assessment centers. Wiley
Encyclopedia of Management, pp.1-3.
Wilhelm,
O. and Engle, R.W., (2004). Handbook of understanding and measuring
intelligence.
Wyatt, M.R.R., Pathak, S.B. and Zibarras, L.D., 2010. Advancing
selection in an SME: Is best practice methodology applicable. International
Small Business Journal, 28(3).
Interesting content! A powerful strategy for recruitment and selection can assist a business to enhance the competitive advantages by determining the most qualified applicants immediately and economically (Kleiman, 2005). Also, Armstrong (2009) declares that the evaluation tests utilized by companies should be robust, and only these formed by well-known analysts or establishments.
ReplyDeleteExactly Harsha, Persons who engage with recruitment and selection process should assign clear duties and responsibilities and it should ensure that the entire process is being handle by methodical manner (Kelleher, 2017).
DeleteAgree with your thoughts. The competencies defined in the role profile form a fundamental feature of the selection process which, rightly, becomes more of a person-based than a job-based approach. They are used as the basis for structured interviews and provide guidance on which selection techniques such as psychological testing or assessment centres are most likely to be useful (Armstrong,M., 2009).
ReplyDeleteAgree Wasantha and adding to that Fischer (2000) explained that “Collaborative, individualized assessment is an approach to psychological assessment in which the assessor and the client work together to develop productive understandings. In a selection process understanding requirements and capabilities is important from both parties.
DeleteAgree chanka, Assesment centers is widely talked topic in contemporary world, since it allow candidates to demonstrate their skills, knowledge, and behaviour through a number of job relevant challenges, and opportunities that can be faced at the workplace (Berry, 2019).
ReplyDeleteIn addition, Selection plays a vital role. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about recruiting and selecting staff. It is recommended to carry out a strategic analysis of recruitment and selection procedure (Hassan, 2013).
ReplyDelete