Selection techniques

1. Selection TechniquesSelection Techniques

2. The Interview The Interview
Most popular method in UK — >80% of Most popular method in UK — >80% of
organizations say they always use them, organizations say they always use them,
cf. only 60% in Germany.cf. only 60% in Germany.
 Analysis shows that unstructured Analysis shows that unstructured
interviews are very unreliable. Structured interviews are very unreliable. Structured
interviews using job related questions only interviews using job related questions only
are better predictors. This is probably are better predictors. This is probably
because it forces the interviewer to because it forces the interviewer to
concentrate on the job and there is concentrate on the job and there is
therefore less room for biased questioning.therefore less room for biased questioning.
Evidence shows that interviewers often Evidence shows that interviewers often
make up their minds in the first few make up their minds in the first few
minutes, and spend the rest of the time minutes, and spend the rest of the time
confirming those first impressions.confirming those first impressions.

3. Negatives of InterviewNegatives of Interview
Halo or horns effectHalo or horns effect — a single good or bad — a single good or bad
characteristic is given disproportionate weight.characteristic is given disproportionate weight.
Interviewer treats candidates Interviewer treats candidates better/worse on better/worse on
basis of similarity/dissimilarity to themselves.basis of similarity/dissimilarity to themselves.
Positive or negative expectancyPositive or negative expectancy — if interviewer — if interviewer
has prior access to personal information re candidate.has prior access to personal information re candidate.
Stereotypical assumptions.Stereotypical assumptions.
Regency effect Regency effect — the influence of earlier candidates — the influence of earlier candidates
clouds proper assessment of the current candidate.clouds proper assessment of the current candidate.
Risk aversion Risk aversion — interviewer guards against making — interviewer guards against making
the wrong decision and places more emphasis on the wrong decision and places more emphasis on
negative indicators at expense of positive.negative indicators at expense of positive.

4. Things to doThings to do
Structured InterviewStructured Interview
Fixed Time LimitFixed Time Limit
Panel InterviewPanel Interview

5. Psychological TestingPsychological Testing
Attainment tests — measure current Attainment tests — measure current
levels of knowledge and skills.levels of knowledge and skills.
General intelligence tests — measures General intelligence tests — measures
intellectual capacity for thinking and intellectual capacity for thinking and
reasoning.reasoning.
Specific cognitive ability tests — e.g. Specific cognitive ability tests — e.g.
verbal reasoning.verbal reasoning.
Trainability test — responsive to Trainability test — responsive to
instruction.instruction.
Personality questionnaire — to infer Personality questionnaire — to infer
individual’s personality traits.individual’s personality traits.

6. Big Five Personality FactorsBig Five Personality Factors
Extraversion—introversionExtraversion—introversion
NeuroticismNeuroticism
ConscientiousnessConscientiousness
AgreeablenessAgreeableness
Openness to experience Openness to experience