Selection Tools

Selection Tools

There are many selection tools which can be used in hiring employees in organizations . The main selection techniques include interviews application forms and reference although there are other minor selection tools which include : administering tests , use of assessment centers graphology and use of biodata . Interviews are expressed as dialogue with a reason . They can be individual interviews , use of interviewing panels or use of selection boards . Structured interviews are more appropriate in recruiting the employees in a company . Application forms position out the information on an applicant in a

standardized manner thus providing a foundation for drawing up short lists , interviews and subsequent actions in offering an appointment . References are the final selection tools in hiring employees because it deals with obtaining the factual information about a potential employees and judgment about his or her character and suitability of the job . The information provided by references should be accurate and straightforward (Roberts , 1997

Assessment centers involve use of assessment techniques which focus on behavior , performance and also use exercises to select the employees Tests provide consistent data on level of brainpower personality characteristics , capability , aptitude and what one has attained . Biodata contain items of demographic information which include sex , age and education backgrounds , professional qualifications , employment history work experience and job inspiration . These things are weighed according to their relevance to the job which the employees are being recruited for . Graphology is the method used to draw conclusions about an applicant through his or her handwriting and thus determining her future performance . This is a biased method of selection because ones handwriting cannot properly reveal his or her personality unless you interact with the person and learn him or her more by expressions and how he communicates . Interview is the most appropriate selection tool because it incorporates all the other methods of selection . Assessment tests are also a comprehensive way of selection of employees (Woodruffe , 1990

Interviews are usually done with a purpose of getting and judging the information about the applicant which will give a convincing prediction on his or her future performance when compared to other candidates Therefore interviews deals with processing and evaluating proof about the capabilities of an applicant in relation to what the person has specified in the application form . However the main purpose of the interview is to affirm this information with more detailed and specific information on attitude , experience and personal characteristics that can be obtained from dialogue . Interviews try to answer the questions like can the individuals work proficiently , are they well inspired and how will they fit into the organization and benefit it

Interviews as a selection tool have several advantages and disadvantages . The advantages are

Gives the interviewers an opportunity of asking inquisitive questions about the applicant 's experience and explore the level to which the applicant 's proficiency is applicable to the specified job

It enables a face-to-face encounter which allows the interviewer assess how the candidate will fit in the organization and what the candidate is...