Personnel Selection and Assessment

Table of Contents

Introduction3

Part 1 - Selection Procedures in the New Recruitment Process3

Selected methods of Selection from group A and group B3

Biodata4

Rationale for using Biodata4

Tips for Using Biodata5

Issues with Biodata6

Personality Assessment7

Accuracy of personality assessment as a selection tool7

Tips for using personality assessment8

Advantages and Disadvantages of the selected systems10

Personality assessment10

Biodata11

Recommendations for the use of method12

Part 2 - Reliability, Validity, Fairness of Personality Assessment12

Collection of data13

References15

Personnel Selection and Assessment

Introduction

Personnel selection and assessment is one of the most interesting work domains of an occupational psychologist. They provide consultancy services, trainings as well as products such as psychometric tools. The primary objective of the services provided by an occupational psychologist is to help the client organizations in their identification of talent, development of talent and management of talent. In the given situation, a manufacturing company wants to hire 150 recent graduates as part of their operational expansion program. These graduates will be hired in managerial roles in the production process departments (Barrack & Mount, 2001).

The paper discussed the most suitable method for selection in context with the given situation. It discusses how the selected methods of selection may be used by the company, the pros and cons of each method, as well as the recommendations that may help the company overcome the constraints and improve the effectiveness of the system.

Part 1 - Selection Procedures in the New Recruitment Process

Selected methods of Selection from group A and group B

For the given situation, the most suitable methods from the two groups, which must be used in combination, are Biodata and Psychometric measures of personality. These have been selected because the two methods make the most sense when it comes to the situation given in the case.

Biodata

Biodata is a very common term used in organizational psychology and refers to biographical data. This is a most common and cost effective tool of selection and is preferred over cognitive testing because it determines several aspects of job performance that cannot be gauged through cognitive testing (Hough & Eaton, 2000). For instance, the motivation of a person to work in a certain capacity as well as the interpersonal skills of the person cannot be gauged through cognitive testing. Biodata is a good predictor of performance on job. It not only helps in determining and selecting the right person for the right job, but it also helps companies improve their selection process over time. They know exactly what kind of employees will be good for which kind of work, what will be their level of motivation and what are the chances of career progression for these employees.

Rationale for using Biodata

The use of biodata as a selection tool is based on the assumption that the performance of an employee in the past is a good predictor of his performance on job in future. The information that is sought from prospective candidates and job applicants on their job experience, academic background etc. are very valuable for the company (Pulakos & Borman, 2008). The most appropriate piece of information ...