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Personnel selection is the methodical process used to hire (or, less commonly,
The professional standards of
Personnel selection systems employ evidence-based practices to determine the most qualified candidates and involve both the newly hired and those individuals who can be promoted from within the organization.
In this respect, selection of personnel has "validity" if an unmistakable relationship can be shown between the system itself and the employment for which the people are ultimately being chosen for. In this way, a vital piece of selection is Job Analysis. An analysis is typically conducted before, and regularly apart of, the improvement in determination systems. Then again, a selection method may be deemed valid after it has already been executed by directing follow up job analysis and demonstrating the relationship between the selection process and the respective job.
The procedure of personnel selection includes gathering data about the potential candidates with the end goal of deciding suitability and sustainability for the employment in that particular job. This data is gathered utilizing one or more determination devices or strategies classified as such:
Development and implementation of such screening methods is sometimes done by human resources departments; larger organizations hire consultants or firms that specialize in developing personnel selection systems. I-O psychologists must evaluate evidence regarding the extent to which selection tools predict job performance, evidence that bears on the validity of selection tools. These procedures are usually validated (shown to be job relevant), using one or more of the following types of