Selection Case

Org have become increasingly aware of making good selection decisions, since selection involves a number of costs:

 The cost of the selection process itself, including the use of various selection instrumrnt.

 The future costs of inducting and training new staff

 The cost of labour turnover if the selected staff are not retained

The CIPD’s research(200) on seletion methods used in UK org showed that interview folling the contents of the CV was most common approach(68%), competency-based interviews(58%), structured inerviews,panel(56%),one-to-one and critical incident/behavioural(41%). Others:

References before interviews,tests for specific skills,literacy/numeracy and personality. Assessment centre(34%)

The process of selection and the choice of techniques are two key principles:individual differences and prediction

selection techniques will, to a varying deggree, meet these principles of measuring differences and predicting performance.

Selection interviewing

Of all the techniques used in selection, the interniew is the oldest and most widely used, along with application forms and letters of reference, referred to by Cook(1994)

1. information elicited: interviews have a specific focus and require indormation at different levels such as focus on facts, subjective information,underlying attitudes

2. structure: interviews vary from rhe completely structured, based on planned questions and responses.

3. order and involvement: applicant may be interviewed serially or by a panel

Ulrich and Trumbo(1965) agreed that the inerview seemed deficient in terms