Personnel selection

Personnel selection is the methodical process used to hire (or, less commonly, promote) individuals. Although the term can apply to all aspects of the process (recruitment, selection, hiring, acculturation, etc.) the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization.[1] Its effect on the group is discerned when the selected accomplish their desired impact to the group, through achievement or tenure. The procedure of selection takes after strategy to gather data around a person so as to figure out whether that individual ought to be utilized. The strategies used must be in compliance with the various laws in respect to work force selection.

Overview

The professional standards of industrial-organizational psychologists (I-O psychologists) require that any selection system be based on a job analysis to ensure that the selection criteria are job-related. The requirements for a selection system are characteristics known as KSAOs – knowledge, skills, ability, and other characteristics. US law also recognizes bona fide occupational qualifications (BFOQs), which are requirements for a job which would be considered discriminatory if not necessary – such as only employing men as wardens of maximum-security male prisons, enforcing a mandatory retirement age for airline pilots, or a religious college only employing professors of its religion to teach its theology.[1]

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.[1]

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.[1]

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:[1]

  • Interviews
  • Personality Tests
  • Biographical Data
  • Cognitive Ability Tests
  • Physical Ability Tests
  • Work Samples

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 validity: content validity, construct validity, and/or criterion-related validity.[1]

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