Job Candidate Assessment Techniques and Selection Steps

Stage 3: Defining Techniques for Measuring Attitudes and Skills

Numerous techniques are proposed to evaluate job applicants and predict their future work performance, including psychological testing, systematic observation of behavior, or any other relevant method.

2.2 Methods of Evaluation

Any evaluation has three primary objectives:

• The assessment of skills.
• The assessment of competencies.
• The assessment of personality.

2.3 References

The objectives when using references include:

• Verifying information provided by the candidate.
• Contacting someone who knows the candidate well to gain their opinion on the candidate's chances of succeeding in the job.

Four points must be highlighted regarding the use of references:

• They are necessary.
• They constitute a source of information.
• One should only ask each person what they know and are willing to say.
• References should be used to eliminate more candidates.

2.4 Curriculum Vitae

The CV is readily available and easy to interpret. You should always verify the information it contains. It allows for candidate comparison.

2.5 The Interview

The purpose of the interview is to assess social performance in set-up situations to interpret the candidate's behavior. In the interview, a person's character is measured against the situation presented.

3. Employee Selection Process

1. First: Establishing the selection criteria (education, knowledge, skills, etc.).
2. Second: Filling in a candidate application.
3. Third: Preliminary interview.
4. Fourth: Obtaining additional information through aptitude tests.
5. Fifth: Formal interview conducted by the potential superior.
6. Sixth: Revising the information provided by candidates.
7. Seventh: Applying a physical exam.
8. Eighth: Offering the post to the selected candidate.

4. Selection Interview

• It is usual to form an opinion from the first moments of the interview.
• Interviews can be structured, semi-structured, and unstructured.
• Conduct multiple interviews carried out by different interviewers.

5. Suitability Tests

The most common application tests can be categorized as follows:

1. The Intelligence Tests: Test memory and mental agility.
2. The Ability and Aptitude Tests: Aim to discover potential interest and capacity to acquire new skills.
3. The Vocational Testing: Designed to indicate the most suitable occupation for the candidate.
4. The Personality Tests: Designed to reveal the personal characteristics of candidates.

6. Other Tests

Performance Simulation Tests: These are tests that show what a person can do on the job.

The Sample of Work: Involves tests to see what the candidate knows about the job.

The Assessment Centers: Executives are placed under tension for testing over a couple of days.