Selection Solutions

TV&C offers expertise in many employee selection methods. Scoll below to learn more.

Examination Planning and Consultation

Here are some of the critical questions TV&C will help you address.

• What is the best selection procedure for the job?
• What laws do I have to be aware of?
• What reference materials are most helpful?
• What is the best way to validate a selection proess?
• What can I do to improve the recruitment process?
• What sort of documentation do I need to accumulate?

Through careful planning, your projects are more likely to succeed and not interrupt the flow of work.

Assessment Centers

An Assessment Center is a method of evaluating candidates through the use of a battery of test procedures that assesses the level of expertise and possession of requisite knowledge, skills, and abilities. Test components comprising an assessment center may include structured interviews, role-play exercises, writing exercises, group exercises, and written examinations. Assessment centers may be used for a multitude of job classifications; however, they traditionally have been used for managerial/supervisory assessment. Using this method, employers have the opportunity to observe many candidate competencies.

Biodata Instruments

By collecting the right biographical data, the employer possesses a useful tool for predicting job success. The method relies on an applicant's past and present circumstances. Biodata questions are typically multiple choice questions concerning work attitudes, achievements in work settings, education, life experiences, vocational interests, team orientation and other job relevant characteristics.

 

Minimum Qualification Requirements (MQ)

 

Are you able to defend the education, experience or other requirements for a classification? Are they robust to critical scrutiny? How do you decide the appropriate minimum qualifications? The principles of reliability and validity are still important with MQ's. We can assist you in determining these critical decision rules.

 

Situational Judgment Tests (aka: low-fidelity simulation)

A situational judgment test (SJT) typically presents the applicant with a job-related scenario. The applicant then chooses an appropriate course of action to indicate how they would deal with such situations or what actions they would take in response to the hypothetical situations. Responses can be either verbal or written (e.g., multiple choice). These tests are particularly well suited for aptitudes requiring decision-making.

SJT's that are administered in video format are known as video-based tests. With this method, on-the-job scenarios are depicted. Candidates are asked a series of questions about how they would react to or handle the situation. Candidates could be questioned via multiple choice items (which could be machine scored), open-ended essay, short answer questions, rated in an interview, or role-play situation. Scoring in a video-based test is based on pre-determined scoring criteria.

Supplemental Applications

A supplemental application is made up of questions designed to evaluate a candidate's job-related training, education, experience, accomplishments, knowledge, skills, and abilities. Advantages for requiring the submission of a pre-designed supplemental application is that the employer does not have to administer it, and therefore can eliminate non-qualified candidates without a large cost. The questions may elicit short or narrative responses. A solid job analysis and valid scoring system are critical components of this method.

Structured Interviews

A structured interview is a formal, systematic, and standardized interview process in which all candidates are asked the same pre-established, job-related questions in the same order. The use of an interview panel is encouraged to increase reliability. The panel evaluates the candidates' responses using a pre-defined scoring guide which consists of benchmark answers and anchored rating scales. Flexibility is one of the hallmarks of interviews. Questions can be asked in a variety of ways and on many topics. With a structured interview, the users are essentially deciding beforehand what questions to ask (based on a job analysis), and how to score the responses. Some interview questions require the candidate to contemplate in front of the panel and articulate a solution. This allows the panel to observe the candidate's reasoning and public speaking abilities.

Guidelines for Developing and Conducting Structured Hiring Interviews

See also: Willihnganz, M. A., & Langan, S. A., (1998) in TV&C Publications.

Work Sample/Performance Examinations

Work samples are a broad class of assessment techniques that replicate job tasks and/or job behavior, are administered in a standardized manner, and allow for the observation of candidate behavior in performing the prescribed tasks. Several examples are described below.

In an in-basket exercise, candidates are presented with a variety of job-related materials (e.g., memos, correspondence, phone messages and other items) that are of varying importance and priority. Candidates are given a pre-determined period of time in which to review, prioritize, and make decisions about handling the materials. Candidates may respond to the in-basket items by actually taking action or indicating what actions they would take on the job. The candidate's performance is scored using predetermined scoring criteria. The scoring process may be accomplished by multiple-choice questions, a paper review of the candidates' actual or indicated actions, a rating of the candidate's actions, or an interview requiring that the candidates explain the actions they would take.

A writing skills assessment is a work sample test in which candidates are typically assigned to provide a written response to a specific situation or set of facts.* Candidates may be given job-related materials and documents upon which to base their written response. Candidate responses may be scored on content and/or writing skill mechanics. These responses are hand-scored by subject matter experts using pre-determined scoring criteria.

*It should be noted that writing skills could also be assessed via a multiple-choice format.

Verbal work samples involve a problem situation requiring language skills (written or verbal) and may include interaction with people. There are numerous designs, such as role-play exercises or oral presentation examinations.

A performance test is a category of motor work sample tests where there is some physical activity or the physical manipulation of things. This includes tests of physical skills and/or abilities. In some physical ability tests, there are several events for candidates to complete in sequence. Physical ability test events are closely modeled after the actual tasks done on the job.

Written Examinations

 

A written examination is a testing procedure in which a candidate's job-related knowledge, skills, abilities and other characteristics (e.g., personality, customer service orientation, adaptability, etc.) are assessed through the use of a variety of item formats. There are several advantages of using a written examination format. The format offers a comprehensive way to assess job knowledge, understanding of principles, problem-solving ability, and the ability to recommend appropriate action (e.g., as in a written Situational Judgment Test). With the ability to score by computer, written examinations are cost-efective for large groups. Writing quality items and developing solid rating scales can be difficult. TV&C incorporates many item development principles to increase fairness, clarity, and validity.

 

Validation Reports

TV&C provides a comprehensive Validation Report that addresses legal requirements and establishes legally defensible bases for selection procedures and decisions. For increased defensibility, its sections are specifically tailored to the Uniform Guidelines on Employee Selection Procedures (1978).

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This is not an exhaustive list, just the most common best practices.

Each of the above methods has advantages and disadvantages depending on circumstances.