Candidate Selection Lecture Notes

Overview of Candidate Selection Process

• Importance of candidate selection in hiring
• Multiple applicants for a job/internship
• Aim: Predict future performance of candidates

Key Questions Addressed

• Why conduct interviews?
• How are interviews conducted?
• Do companies use tests? If so, why and what types?
• What is the difference between effective and ineffective tests?
• What is an assessment center?

Recruitment Process

1. Application to Job Offer

   • Initial focus on CV review
   • Possible invitation to an assessment center

2. Predicting Future Performance

   • Hiring decisions based on predicted performance
   • Key criteria for determining success

Selection Methods

• Tests:

  • Used to evaluate competence and fit
  • Types include:
    • Cognitive ability tests
    • Personality tests

• Interviews:

  • Structured vs. unstructured
  • How to conduct effective interviews

• Assessment Centers:

  • Intensive evaluation method, often involving multiple exercises

Criteria for Selection Methods

• Validity:

  • Ability of a method to predict actual performance
  • Example: Unscientific methods yield low validity

• Objectivity:

  • Minimizing bias in evaluations
  • Importance of structured interviews

• Reliability:

  • Consistency of results across different contexts

Types of Errors in Selection

• False Negative:
  • Rejecting a high-potential candidate
• False Positive:
  • Hiring a candidate who does not perform well
• Emphasis on minimizing false negatives as missed opportunities

Job Analysis

• Understanding job requirements and critical competencies
• Importance of identifying attractive aspects of a job
• Techniques for Job Analysis:
  • Critical incidents to evaluate required competencies
  • Identify magic moments in the job

Recruiting Process Steps

1. Pre-selection of Applicants:

   • Quick CV review (average time ~11 seconds)
   • Efficiency vs. quality in initial stages

2. Interviews and Tests:

   • Short telephone interviews
   • Personal interviews
   • Assessment centers for final candidates

Candidate Attributes

• Knowledge, personality, interests, competencies, and expectations
• Importance of a holistic view when evaluating candidates

Judgment Biases

• First Impression Effect:
  • Instant judgments based on initial encounters
• Stereotyping:
  • Preconceived notions based on attributes like gender, age, nationality
• Halo Effect:
  • Overall positive impression affecting specific judgments
• Contrast Effect:
  • Judging based on a candidate's performance relative to others

Selection Methods Overview

• Resumes:
  • Standard initial evaluation tool
• Tests:
  • Personality vs. ability tests
• Interviews:
  • Most common method, with structured approaches recommended
• Assessment Centers:
  • Comprehensive evaluation method
• Reference Checks:
  • Validate candidate information through past employers

Personality and Ability Tests

• Importance of understanding personality traits
• Use of intelligence tests to assess cognitive abilities
• Challenges in self-reporting and bias in personality assessments

Conclusion

• Importance of structured methods to minimize bias
• Need for a comprehensive view of candidates during selection
• Emphasis on valid selection methods to predict future performance effectively.