Selection Strategies

Author’s interest lies on whether the chosen candidate will remain in the company to justify the cost of hiring training. Three goals can be identified for successful selection procedures.

Firstly, “identifying the specific characteristics of people who are best equipped to meet the demands of the job, Secondly identify the criteria by which a candidate’s work performance will be assessed and Finally, Setting appropriate evaluative standards”. (Roberts, G. 2004). Henderson (2009) believes that selection models can be as follows. “Try and See model” where the candidate is given a chance to have a go at performing the job, “Lottery Model” where candidates are selected randomly, “Common Sense and Experienced Model” where proven successors are given the highest priority, “Matching Attributes Model” trying to match job attributes the job require and the ones possessed by the candidates and “Competence Model” by matching certain set of abilities of the candidates. One should be very careful when selecting the model as put forward by Henderson as the model should be appropriate to select the right candidates for jobs. (“try and see model definitely not to select surgeons”.) Ultimately the aim of selection should be to find a candidate who posses skills for performing the job and a fitness with the social and physical environment of the company.

 Characteristics of Selection Methods

Table 1 Comparison of characteristics of selection methods

Selection method	Validity	Fairness	Applicability	Cost
Interviews	Low	Moderate	High	Low
Personality	Moderate	High	Low	Moderate
Assessment Centres / Work Samples	High	High	Low	High