Selection Methods Overview

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1. Recruitment Attracting employees to an organization.

2. Selection Choosing individuals with needed qualifications.

3. Placement Fitting a person to the right job.

4. Internal Recruit- Transferring or promoting from within the organization.

ment

5. External Recruit- Hiring from outside the organization.

ment

6. Newspaper Ads Recruiting method, least effective per SHRM 2007.

7. Electronic Media Using TV and radio for recruitment.

8. Campus Re- Sending recruiters to colleges for interviews.

cruiters

9. Employment Agencies charging for job placements.

Agencies

10. Employee Refer- Recommendations by current employees.

rals

11. Direct Mail Sending help-wanted letters via mail.

12. Internship Temporary job placement for students.

13. Professional As- Groups providing recruitment services for members.

sociations

14. Unsolicited Appli- Applicants attracted by positive employer image.

cants

15. Open Houses Casual events for on-the-spot job offers.

16. Event Recruiting Recruiters attending events to find candidates.

17. Internet Recruiter Company listing job openings and resumes online.

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18. Social Media Using platforms like LinkedIn, Facebook for recruitment.

19. Job Fairs Events providing personal interaction with applicants.

20. Incentives Offered to employees to accept jobs.

21. Realistic Job Pre- Informing applicants of job aspects, lowers turnover.
view (RJP)

22. Promotion Poli- Filling vacancies with current employees.

cies

23. Offshoring Migration of work to another country.

24. Reshoring Bringing work back to the origin country.

25. Outsourcing Hiring external providers for work.

26. Applicant Job In- Expression of interest in a job position

terest

27. Pre-Employment Process of evaluating potential employees before hiring

Screening

28. Background In- Checking the history of a potential employee

vestigation

29. Conditional Job Offer of employment contingent on certain conditions

Offer

30. Structured Inter- Interview with standardized questions and scoring

view

31. Panel Interview Interview where multiple interviewers ask questions si-
multaneously

32. Face-to-face in- Interview conducted in person with both parties present
terviews

33. Interview conducted over the phone without visual cues

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Telephone inter-
views

34. Structured Inter- More valid, less adverse impact, and based on job analy-
views Advantages sis

35. Problems with Issues like poor intuitive ability and negative information
Unstructured In- bias
terviews

36. Creating a Struc- Process involving job analysis, question types, and scor-
tured Interview ing methods

37. Structured Inter- Include clarifiers, disqualifiers, skill-level determiners,

view Questions and future-focused questions

38. Scoring Key for Methods like right/wrong, typical-answer, and key-issues
Interview An- approaches
swers

39. Conducting the Steps include building rapport, setting the agenda, asking
Structured Inter- questions, providing information, and ending the inter-
view view

40. Psychological Standard tasks to assess abilities, interests, knowledge,

Tests personality, and skills

41. Characteristics of Standardized items to evaluate various aspects of an

Tests individual

42. Group versus In- Difference between administering tests to a group or an

dividual Adminis- individual
tered Tests

43. Closed-ended Test where the test taker selects from predefined re-
test sponses

44. Open-ended test Test where the test taker generates responses

45. Test with responses written on paper or electronically

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Paper-and-pencil
test

46. Performance test Test involving manipulation of tools or materials

47. Power test Test with no strict time limit for completion

48. Speed test Test with a strict time limit for completion

49. Work sample Test simulating job tasks under controlled conditions

50. Assessment Cen- Technique using multiple methods to observe job task
ters performance

51. In-basket exer- Exercise where assesses respond to items as if on the

cise job

52. Role-play exer- Exercise where assesses ************* a specific person

cise handling a problem

53. Cognitive ability Tests assessing skills like comprehension, reasoning,

tests and general learning

54. Perceptual ability Tests measuring spatial relations, form perception, and
tests sensory abilities

55. Psychomotor Tests assessing manipulation of objects, coordination,

ability tests and movement accuracy

56. Hand-tool Dexter- Test evaluating arm and hand movement accuracy and
ity Test speed

57. Physical Ability Tests assessing physical strength and stamina for specif-
Tests ic job requirements

58. Knowledge and Tests evaluating proficiency levels in knowledge and skills
skill tests

59. Personality Inven- Psychological assessments measuring various aspects

tories of personality

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60. Conscientious- Trait predicting individual performance and goal-setting
ness

61. Emotional Stabili- Trait predicting individual performance and motivation

ty

62. Big Five Personality model including extroversion, agreeableness,

openness, conscientiousness, and emotional stability

63. Extroversion Trait linked to performance in sales and management

roles

64. Agreeableness Trait linked to performance in cooperative job roles

65. Openness-to-Ex- Trait associated with creativity and adaptability to change

perience

66. Emotional Intelli- Ability to recognize and control emotions in oneself and
gence others

67. Myers-Briggs Personality inventory based on Carl Jung's theory

Type Indicator

68. Projective Tests Tests like Rorschach Inkblot Test assessing psychological
problems

69. Objective Tests Tests like MMPI-2 measuring personality traits

70. Thematic Apper- Projective test revealing thoughts and emotions through
ception Test storytelling

71. Integrity Test Psychological test predicting counterproductive work be-

haviors

72. Vocational Inter- Test matching interests or personality to various occupa-

est Test tions

73. Self-Directed Popular vocational interest test by Holland

Search

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74. Holland's Six Per- Realistic, Investigative, Artistic, Social, Enterprising, Con-
sonality Types ventional job preferences

75. Standardization Uniform procedures in test administration

76. Objectivity Consistent scoring results for all test takers

77. Norms Reference for comparing applicant performance

78. Reliability Consistency in test results

79. Validity Extent to which a test measures what it claims

80. Criterion-related Method comparing test scores to job performance

Validity

81. Content Validity Method assessing job-relevant tasks or knowledge

82. Construct Validity Method determining if a test measures important job traits

83. Drug Testing Screening method for controlling drug use at work

84. Biodata Selection method using application questions to predict

job performance

85. Graphology Personality assessment through handwriting analysis

86. Meta-analyses Studies combining results from multiple research studies

87. Enzyme multi- First stage of drug testing using urine or hair samples
plied immunoas-
say

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