Employee selection is the process of verifying and reviewing applicants for the company.
Industrial organizational psychology (IO psychology)
It is used to choose the most efficient employees for appropriate the job.
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Employee Selection Process Steps
1. Job Analysis
The first step in the employee selection process is an analysis of positions based on knowledge, skills, and abilities (KSA), which is the basis for recruiting success.
Job analysis includes the collection of appropriate staff data (CV), responsibilities, and job applications.
2. Selection Criteria
The second step in employee selection, which is used to evaluate job candidates after identifying KSA is selection criteria.
The evaluation is based on educational background, work experience, cognitive control, teamwork, communication skills, problem-solving, and other factors related to job performance.
3. Selection methods
3.1. Cognitive Ability Tests
It is the most commonly used method to select qualified employees. The test focuses on the employee's ability to think and solve problems, and expecting the best results from the first experience
There are different types of cognitive ability tests including:
3.1.1. Verbal test
The employees are evaluated based on language skills, such as vocabulary, reading, listening, and speaking
3.1.2. Numerical test
The employee's high skills in dealing with numbers, such as algebraic and real numbers
3.1.3. Reasoning test
It includes the following topics: critical, logical, and abstract thinking
3.1.4. Personal test
A test measures the employee's thinking, feelings, and behavior in certain situations
There are various types of personal tests:
a. Self-report questionnaires
A test is a questionnaire containing special and personal questions.
The company has standard answers, so the employee's answers are compared to the standards set, If the employee's answers are close to the standards, then the evaluation will be good, otherwise, it will be average or weak, depending on proximity employee's answers to the standards set.
b. Projective techniques
A test determines the employee's personality by showing some vague and unclear things, such as vague pictures, to give an expression of what he sees in the picture.
c. Behavioral assessments
The employee's personality is determined by observing his behavior in certain situations, such as group work or communication with others
4. Decision making
The final decision-making is used to evaluate the employees, after applying the previous methods: job analysis, selection criteria and choosing selection methods.
The evaluation may be bad, average, or good.
Employee Selection Methods
1. Interviews:
- Structured interviews with standardized questions.
- Behavioral interviews focused on past experiences.
- Panel or group interviews.
- Situational interviews presenting hypothetical scenarios.
2. Aptitude and skills tests:
- Cognitive ability tests (e.g. verbal, numerical, logical reasoning)
- Job knowledge tests
- Work sample tests and simulations.
- 3. Personality assessments:
- Self-report personality inventories
- Personality-based situational judgment tests
- Integrity and honesty tests
4. Background checks:
- Employment history verification
- Educational credential verification
- Criminal background checks
- Reference checks
5. Biodata forms:
- Collecting biographical information about education, experience, interests, etc.
- Analyzing patterns in biographical data to predict job performance
6. Assessment centers:
- Comprehensive evaluation using multiple exercises and assessors
- Measures a range of KSAOs through simulations and role-plays
7. Physical ability tests:
- Evaluating physical capacities required for the job
- Strength, endurance, and agility testing