|
Selection Type |
Description |
Reliability
& Validity (Consistent and
Capable) |
Fairness |
Cost |
Applicability |
Biodata
|
Applicants given scores based on their responses to biographical
items. Prior to giving first have to
establish items to be used discriminate between good and less good performers
in the job in question. Once
established it is possible to use person’s biodata score as a cutoff for
selection. |
Moderate |
Some risk of both sex and race bias |
Expensive to develop Time and technical procedures involved. Cheap to Administer |
Cost saving if many people apply for a particular job. |
|
Reference |
Reference provided by someone known by the candidate |
Not a lot of research evidence on the usefulness Suggested little validity |
Little about |
Inexpensive |
Wide range of jobs |
|
Interview |
Most popular |
Lack validity |
Little clear-cut evidence regarding the fairness. |
Inexpensive |
Wide applicability used for most jobs |
|
Personality tests |
Even though important to a job performance does not mean to say that
we necessarily have a way of assessing it. |
Mainly negative. Reliance placed on candidate’s honesty. Can be faked to some degree |
Little direct evidence of sex or race bias although in other
situations there are some indication that sex differences exist in response
to certain types of tests |
Expensive to develop |
Fairly narrow range of jobs. |
|
Ability Test |
Not susceptible to faking.
Underlying premise of an ability test requires the person to perform
as well as he or she possibly can and this fits well with the motivational
conditions, which prevail in a selection context. |
Moderate / Good validity |
Certain biased in favour of white middle class applicants. |
Costly to develop Commercially available Cheap to administer |
Well constructed test valid for almost any kind of job. |
|
Simulation Test |
Reproduce some elements of the job itself, assess how candidate carry
them out. i.e. Group discussion in terms of interpersonal skills |
Moderate Validity |
Little evidence |
Expensive to develop, Time consuming to administer |
Narrow applicability Management or Professional kinds of jobs. |
|
Assessment centers |
Combine a number of selection tools above in a single overall
process. Might involve a combination
of interview, tests, and simulations. |
Modertate / High validity |
Fair and do not discriminate. |
Expensive to setup and run. |
High cost lends to limited applicability. |