It’s critical to use effective employee selection methods when you’re looking to fill a position on your team, because hiring the right employees is essential to the success of any business. Conversely, the wrong employees can cost a company time, money, and customers.
This article will discuss 13 of the most common selection methods and how they can help you find the best candidates for your business. If you need further hiring assistance, contact Insight Global today.
What are employee selection methods?
Employee selection methods are simply the avenues you choose to screen and eventually hire employees. Within these methods, your goal is to try to understand a candidate from top to bottom, from their personality, to their experience to how they’ll fit within your company.
There are a number of general employee selection methods that you can use when hiring new employees. Some of the most common methods include:
- Application reviews
- Phone screenings
- One-on-one interviews
- Cognitive ability tests
- Personality assessments
These are general methods, and we’ll get into more specifics types of each of these in a moment. But first, let’s define what each of these employee selection methods are.
These are one of the most common employee selection methods. In this method, you review the applications of all potential candidates and weed out those who are not qualified. This is a time-consuming process in most instances, but it allows you to quickly eliminate those who aren’t a good fit for the position.
Phone screenings are another common employee selection method. In this method, you call all of the potential candidates and ask them a few questions about their qualifications. This can help you weed out those who are not qualified or do not have the necessary experience before bringing them in for an in-person interview.
Some things you may address in an initial phone screen include:
- Basic personal information is correct (name, email, age, graduation dates)
- Past education
- Talking points about previous experience (what someone did day-to-day, why they’re interested in the field your company is in)
When asking questions about job experience in a phone screen, make sure to keep it brief. In-depth questions can be held for one-on-one interviews.
In this method, you meet with all of the potential candidates in person and ask them a series of questions about their qualifications and experience. This can be done in-person, virtually, with a group of directors and executives, or done with future co-workers.
Cognitive ability tests
Cognitive ability tests give the candidates a test that measures their potential ability to perform tasks required for the position. They are designed to measure a candidate’s intelligence and problem-solving skills and are a good option for businesses that want to measure a candidates’ intellectual abilities and problem-solving skills.
While useful in some cases, cognitive ability tests can sometimes be unfair for a candidate in some cases, and other may find these tests “insulting.”
These are another common method for selecting employees. In this method, you assess the candidates’ personalities and see if they would be a good fit for the position. Similarly to cognitive ability tests, this can be seen as judging someone before you actually get to work with them and truly know who they are.
There are several personality assessments, but the most common one is the Myers-Briggs Type Indicator (MBTI). The MBTI is a questionnaire that measures how someone prefers to interact with the world. It measures four different dimensions: extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving.
This questionnaire can be helpful in employee selection because it helps you understand how a candidate prefers to operate. For example, if you are looking for an employee who is proactive and takes initiative, you would want to select a candidate who is an extrovert and prefers thinking over feeling.
Another type of personality assessment is the DISC Assessment. The DISC Assessment measures four different dimensions: dominance, influence, steadiness, and compliance. This questionnaire can be helpful in employee selection because it helps you understand how a candidate behaves in social situations. For example, if you are looking for an employee who is a team player, you would want to select a candidate who is steadiness and prefers compliance.
Both the MBTI and DISC Assessments can be helpful for hiring managers because they help you understand how a candidate will behave in the workplace. This can be helpful when making decisions about who to hire.
Why it’s important to choose the right employee selection methods for your company
When you’re looking to fill a position on your team, it’s essential to choose the employee selection method that will be most effective for your company. Most companies don’t just use one employee selection method–they use multiple to get a more well-rounded view of candidates.
It’s also important to consider your company’s budget. Some specific employee selection methods we’ll talk about can be expensive, so you need to make sure that you have the money to invest in them.
By choosing the right employee selection method, you can increase your chances of finding the best suitable candidates for your business. Likewise, by using a combination of employee selection methods, you can find the perfect candidate for your company.
Types of employee selection methods
We discussed the give most common employee selection methods in the last section, but those are the most common ones–many which most companies already use in their hiring process.
Things get more specific, though, as you’re trying to nail down an employee who fits a very specific need. Application reviews are nice, but how and where do you collect applications?
Here are 13 types of employee selection methods that can be used to assess candidates.
1. Resume collection: your site vs. job board sites
When it comes to collecting resumes, there are two main options: your own site or job board sites.
Collecting resumes on your site has a few advantages over using job board sites. First, you can collect more information about the candidates than you would be able to get from a resume submitted through a job board. This allows you to better assess their qualifications and determine if they would be a good fit for your company. Additionally, you can control the branding of your site and ensure that candidates see your company as a desirable place to work.
Using job board sites has its advantages, too. The most obvious benefit is that you have access to a larger pool of candidates. Additionally, online job boards may have more sophisticated screening tools than your site does, which can help you weed out unqualified candidates more quickly and identify candidates for an interview.
Sites like Indeed, CareerBuilder, and LinkedIn offer methods like skill tests, cognitive tests, and situational tests–all of which we’ll talk about soon–as part of their application collection process.
2. Referral recruitment vs. existing talent pool
There are two other options for employee selection: referral recruitment or the existing talent pool.
Referral recruitment is a process where you reach out to your current employees and ask them to recommend qualified candidates for the position. This can be an effective way to find suitable candidates because your current employees will understand what type of person would be a good fit for your company. They will also be more likely to recommend candidates who are qualified and interested in the position given they know what the company is looking for.
The existing talent pool, on the other hand, is a collection of resumes that you have collected from past job applicants, employees, or other sources. This can be an effective way to find qualified candidates quickly because you already understand their qualifications and experience. There may have been an applicant in the past who interviewed but finished second to another candidate but still holds strong qualities for another role. Utilize them.
3. Internal vs. external employees
When selecting employees for a position within your company, you may battle between hiring internally or searching outside of your organization for someone to fill the role.
Internal employee selection has several advantages over external employee selection. First, you already have a good understanding of their skills and qualifications. This allows you to quickly assess their eligibility for the position and can easily contact references of people who’ve worked with them. However, only looking internally limits your talent pool from which to choose from.
Looking externally on top of internally gives you confidence that you’ve searched the widest talent pool for the position. You may also find that the role needs input from someone who isn’t in the organization (think a breath of fresh air), or no one in the organization has the expertise you need for the role. Insight Global has needed to expand our search to outside of the organization as we continue to try and grow as a company.
There is a time and place for both internal and external employee selection.
4. Boomerang employees
Boomerang employees are former employees who have left your company and later returned. There are several advantages to hiring boomerang employees. First, they already understand your company culture and how things operate. This can make the transition process smoother for both the employee and the company. Additionally, boomerang employees are familiar with your products and services, which can help them hit the ground running.
However, there are also a couple disadvantages. First, a candidate may have left for a reason, like a conflict with a higher up or they weren’t a good fit for their position. Second, they may not be familiar with the latest changes in the company. This can lead to confusion and conflict among employees if the boomerang employee tries to force things to go back to “the old way.”
5. Take-home assignments
Another employee selection method is the take-home assessment. In this method, candidates are given a task to complete at home, and then they submit their results to the company. This can help you determine if they are capable of performing the tasks required for the position.
The take-home assessment can also be used to assess how well the candidates work under pressure of a deadline. It’s also an excellent way to assess the candidates’ writing or technical skills. For example, if you are hiring a copywriter, you can ask them to write a sample blog post for an email. If you’re hiring a digital analytics person, you can ask them to run reports and present them in a deck.
6. Situational tests
Situational tests are a type of pre-employment test that measures the candidates’ ability to handle different situations. The test presents the candidate with a scenario and asks them how they would respond. This type of test can help you determine if the candidate has the necessary skills and character traits for the position.
A situational test is a good option for jobs that require the employee to handle difficult situations. This could be especially useful for hiring sales people. You can conduct a mock sales call and see how the prospective employee handles the scenario. These are also good options when hiring managers who will preside over other employees. You want to make sure your managers aren’t the types to talk over, demean, or ignore their employees.
7. Evaluating current job knowledge/skills
When evaluating current job knowledge and skills, it’s essential to consider several factors. The most crucial factor is the type of position you are hiring for. If you are hiring for a job requiring specific skills or knowledge, you will need to assess whether the candidate has those qualities.
Another factor to consider is how well the candidate performs their current job duties. If they are not meeting the expectations of their current employer, they may not be a good fit for your company. See if they can provide examples of how they’ve performed in similar positions, or if the position is different than what they’ve done before, have the candidate explain past experience that would help them succeed in the role.
8. Reference checks
Employee reference checks are an essential part of the employee selection process. They allow you to get feedback from previous employers about the candidate’s skills, qualifications, and job performance. Reference checks can also help you determine if the candidate is a good fit for your company culture.
Most companies will only provide positive references for candidates who have left their company on good terms. This can make it difficult to get an accurate picture of the candidate’s skills and qualifications. However, there are a few things you can do to get around this:
- Ask the candidate for a list of their previous employers
- Contact the candidates’ references directly
- Ask the candidate to provide contact information for their previous supervisors
If you contact the candidates’ references directly, you will be able to ask them questions about the candidate’s job performance and skills. This can help you determine if the candidate is a good fit for your company. Additionally, if the reference provides negative feedback about the candidate, you can run this by the candidate and have them talk through whatever the issues were.
9. Group interviews
Group interviews are a common selection method that assess the qualifications of several candidates at once. Candidates are typically interviewed together in one room during a group interview. This allows the interviewer to get a better understanding of their skills and qualifications by observing them interact with other candidates.
Group interviews can be an effective way to find qualified candidates, but they also have several disadvantages. First, it can be difficult to assess the qualifications of each candidate because they are all in the same room and you don’t know how they’d respond individually. Second, group interviews can be stressful for some candidates. This can lead to them making poor decisions or saying something that they will regret later. Finally, group interviews can be time-consuming. The interviewer has to spend time talking to each candidate and assessing their qualifications. Can you really get a full understanding of a candidate if you’re not giving them each equal time?
If you decide to use a group interview as part of your selection process, there are several things you can do to make it more effective. First, make sure that the candidates have enough time to talk to each other. This will help them get to know each other and assess their skills and qualifications. Second, ask questions that require a response from all of the candidates. This will help you gauge their understanding of the question and how they work together as a team. Finally, make sure the interviewer is prepared. This will help them ask the right questions and get the most out of the interview.
Make sure members of the team the candidate will join are involved in the interview, too, so they can give feedback on how they might be able to work with them.
10. Hard Skill Assessments
Situational tests and take-home assignments are good ways to get examples of how a candidate makes and produces work. Skill assessments are a little more broad, though.
Skill assessments are good ways to get quantifiable results of a candidate’s hard skills. Examples of hard skill assessments are:
- Grammar quizzes
- Typing tests (seeing how many words-per-minute a candidate can type and how accurately)
- Coding assessments
- Proofreading tests
- UX design tests
Make sure to not administer skill assessments to candidates for skills they won’t be using in their job. This will either confuse or intimidate a candidate and may disinterest them from the job position.
11. Virtual interviews
The first part of the interview process likely involves some level of interviews, and a virtual interview is a great way to assess candidates’ skills and qualifications without having to meet them in person. Some advantages of virtual interviews include:
- It allows you to interview more candidates quicker
- It gives candidates a more flexible schedule of when they can meet. Virtual interviews help them fit in an interview in a tighter time than an in-person interview
- Allows you to assess their communication skills and professionalism in a growing remote workplace
If you need tips on question to ask in a virtual setting, check out some tips and examples here.
The disadvantage of virtual interviews is that you cannot assess their personality or see how they would interact with other employees in-person. Additionally, candidates may feel uncomfortable answering questions in a virtual environment if they’re not used to that sort of scenario.
Another great way to evaluate potential employees is through internships. Internships allow you to assess a candidate’s skills and abilities in the work setting. It gives you a better understanding of how they will perform on the job by giving them a chance to perform some of the duties they might perform with a full-time role. Additionally, internships provide an opportunity for candidates to learn about your company and assess whether or not they are a good fit for the position.
The best way to evaluate potential employees through internships is by setting clear expectations and goals for the internship. This helps you determine if the candidate is capable of meeting your company’s standards, if they can work within a team, and see how they work toward their goals. Additionally, be sure to provide feedback to the candidate throughout the internship. This will help them improve their skills and understand what you are looking for in a potential employee.
13. Background checks
One of the most common pre-employment selection methods is conducting a background check. A background check can help you get a sense of an applicant’s criminal history, education, and work experience. It’s important to remember that not all information included in a background check is accurate, so you’ll want to take any findings with a grain of salt. However, a background check can be a helpful tool in determining whether or not an applicant is a good fit for your business.
One thing to keep in mind when conducting a background check is the Fair Credit Reporting Act (FCRA). The FCRA requires employers to get written consent from applicants before running a background check. It also requires employers to give applicants a copy of the report and to inform them of their right to dispute any inaccurate information.
When it comes to employee selection, if you’re looking to fill a position on your team, be sure to use one or more of these methods to find the best possible candidates. Each of these methods has its own set of benefits and drawbacks, so be sure to weigh your options before making a decision.
The most important thing is finding employees who are a good fit for your company culture and have the skills and qualifications needed to do the job.
If you need help filling open positions, check out the Insight Global hiring page, and we’ll instantly connect you with top talent!