Selection Techniques in HRM
Introduction
Effective selection
techniques are essential because they ensure that companies choose the
most competent candidates, which increases output, lowers dropping out, and
enhances performance overall while establishing a positive environment for
work.
This blog discusses some of the
HRM selection techniques.
Application forms, CVs & referrals
CVs provide a more
complete summary of a candidate's experience and abilities, whereas application
forms offer structured information for preliminary screening. This will
simplify the process of shortlisting applicants.
Referrals can be made by current staff members recommending suitable candidates for available positions.
Many research studies indicate that hiring people based on a
referral is more successful and efficient
The techniques mentioned above
are easier, faster, and more affordable for the organization.
Interviews
Interviews are conducted to
assess a candidate's suitability and to enlighten them about the
responsibilities and requirements of the position.
Interviews enable opportunities
for discussions and interactions between the employer and the candidate,
despite limitations such the Halo and Horn effects.
Tests
Tests are done
to evaluate an applicant who is qualified for a position. Organizations
can choose the most appropriate candidate while eliminating the possibility of
selecting the wrong one by conducting tests.
Some of the commonly used tests
Personality Test: used to find out a candidate’s personality.
IQ / Aptitude Tests: used to measure a candidate’s mental skills including their numeracy, literacy and problem-solving skills.
Medical/Fitness Tests: to measure a candidate’s overall physical health prior to joining for a job.
Attainment Test: checking by demonstration of a learned skill.
e.g.: A personal secretary can be tested on the
ability of typing number of words per minute without error.
E – Recruitment
A hiring method that utilizes the
use of digital technology.
e.g.: Social media
platforms such as LinkedIn, online job sites, conducting online interviews in
Zoom, MS Teams, Skype etc.
E-recruitment allows
organizations and potential applicants many benefits, including lower costs,
greater access to the talent pool, speed, flexibility, and convenience; but it
also has limitations, including the inability to measure effectiveness, the
attraction of unsuitable individuals, the possibility of impersonation etc.
Assessment Centers
A selection procedure known as an
assessment center comprises a variety of selection exercises and techniques to
evaluate candidates.
e.g.: The shortlisted
applicants could be expected to take part in role plays, social interaction, written
assignments, group or individual presentations, discussions, and physical
activities etc.
There are advantages and disadvantages
for both employers and potential candidates
Conclusion
The appropriate selection
techniques would simplify the recruitment process of the company and make it
easier to rapidly and affordably choose the best candidates for available
positions in an uncertain circumstance.
References
Djurovic, Ana, 2023. Goremotely. [Online]
Available at: https://goremotely.net/blog/employee-referral-statistics
[Accessed 29 March 2025].
Pope, Aimee,
2023. Pure. [Online]
Available at: https://www.prs.uk.com/news/2023/assessing-the-assessment-centres#:~:text=for%20employers,otherwise)%20out%20of%20hiring%20decisions.
[Accessed 29 March 2025].
The HRM blog on selection tactics discusses important strategies for hiring qualified applicants, including application forms, resumes, and recommendations. It might improve the material by highlighting blind screening to lessen prejudice, adding cognitive ability tests, and building on organized interviews. The blog would be more thorough and offer useful insights if it included real-world examples and covered legal and ethical issues. The HRM guidelines on efficient selection techniques would be improved by these changes.
ReplyDeleteThank you for your valuable comments.
ReplyDeleteHilmy, you’ve captured the upsides and downsides of e-recruitment perfectly in your blog post. It’s a fantastic way to broaden our reach and improve efficiency, but it also requires thorough verification and smart filtering to ensure we’re hiring the best candidates. Do you think that Sri Lankan companies are investing adequately in digital tools to overcome these challenges and enhance the quality of their e-recruitment processes?
ReplyDeleteThis blog offers a comprehensive overview of key selection techniques in HRM, including application forms, CVs, referrals, interviews, tests, e-recruitment, and assessment centers. It effectively highlights how these methods contribute to identifying the most suitable candidates, enhancing organizational performance, and fostering a positive work environment. By detailing both traditional and modern approaches, the blog underscores the importance of a structured and multifaceted selection process in today's dynamic business landscape.
ReplyDeleteThe blog provides a comprehensive overview of various selection techniques in HRM, including application forms, interviews, tests, e-recruitment, and assessment centers. It effectively highlights the advantages and limitations of each method, offering valuable insights for organizations aiming to refine their hiring processes. However, it could be strengthened by incorporating recent advancements in AI-driven recruitment tools and discussing their impact on selection efficiency and bias reduction.
ReplyDeleteThis is an excellent and thorough look at how HRM chooses employees. I really like how you broke down the different ways and how they can help make sure that people and companies are a good fit. Your ideas about why it's important to use both old and new methods, like behavioral interviews and psychological tests, give me a more complete picture. It's clear that hiring people in a smart and planned way can have a big effect on the growth of an organization. You made a hard subject easy to understand. Good job!
ReplyDelete